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第二章组织绩效和全球效能填空1.Third-country national stands for citizens of one country, working in a second country, and employed by an organization headquartered in a third country.2、Job design refers to organizing tasks, duties, and responsibilities into a productive unit of work.3、Job satisfaction is a positive emotional state resulting from evaluating ones job experiences (occurs when expectations are not met).4、Absenteeism control options fall into three categories: Discipline, positive reinforcement , Combination of both.5、Involuntary turnover occurs when an employee is fired.6、Turnover also is often classified as voluntary or involuntary.7、One general means for assessing HR effectiveness is through an HR audit.8、One approach to assessing HR effectiveness is benchmarking, which compares specific measures of performance against data on those measures in other “best practices ”organizations.9、Managing human resources in different cultures, economies, and legal systems presents some challenges.判断1、Service including product design, interaction with customers and so on. ()2、Pay, appraisal systems, training, selection, job design, compensation are HR activities concerned very directly with productivity. () 3、Absenteeism control options fall into three categories: Discipline, Positive reinforcement, a Combination of both. ()4、The Psychological Contract is individual and subjective in nature. ()5、Organizational commitment is the degree to which employees believe in and accept organizational goals and want to remain with the organization. ()6、The person/job fit is a simple but important concept that involves matching body of people with characteristics of jobs. ()7、Voluntary turnover is an employee leaves by choice. ()8、Many international compensation plans attempt to protect expatriates from negative tax consequences by using balance-sheet approach. ()名词解释1、Organizational Performance and Global EffectivenessProductivity is a measure of the quantity and quality of work done, considering the cost of the resources it took to do the work. (A ratio between organizational input and output)2、The Psychological ContractThe unwritten expectations that employees and employers have about the nature of their work relationships.3、Exit InterviewsOne widely used type of interview is the exit interviews, in which those who are leaving the organization are asked to identify the reasons for their departure. 选择1. Decisions made about the value of an organization often are based on its.A. quantityB. productivity C. work doneD. quality2. Job design can influence in certain jobs especially those where employee motivation can make a substantial difference.A. resultB. effectC. performanceD. purpose3 Disciplinary approach means people who are absent the first time receive an .A. written warningB. suspensionC. finally dismissalD. oral warning4、_are key factors for HR success.A. Training and development B. Selection for international assignmentsC. Third-country national D. Expatriate5、 HR Audits: Assess HR (through the development and use of statistical reports and research data to evaluate how well HR activities have been performed).A. effectivenessB. resultC. efficacyD. activity6、 is composed of individuals who are assigned a cluster of tasks, duties, and responsibilities to be accomplished.A. The self-directed work teamB. The special purpose teamsC. crew memberD. cast members7、_is a type of interview in which those who are leaving the organization are asked to identify the reasons for their departure.A. Voluntary absenteeism B.Exit interviewsC. Good supervision D. Competitive compensation 8、International employees can be placed in three different classifications :host-country national、_、third-country national.A. Competitive compensation B. expatriateC. Good supervision D. Voluntary absenteeism9、. _that expatriate and their families receive before departure have a major impact on the success of the overseas assignment.A. Continuing employee training and development. B. expatriateC. Good supervision D. The Orientation and training10、The process of bringing expatriates home is called_.A. continuing employee training and development. B. good supervisionC. repatriation D. The Orientation and training11、The factors affect the loyalty and long service with one company:_A. continuing employee training and development. B. good supervisionC. repatriation D. out sourcing jobs12、_focuses on expectations about “fairness” that may not be defined clearly by employees. A. Out sourcing jobs B. Good supervisionC. Repatriation D. The Psychological Contract13、Turnover can be controlled in _and so on .A. Out sourcing jobs B. continuing employee training and development.C. Repatriation D. Good initial employee orientation14、The nature and stability of _systems vary from country to country.A. out sourcing jobs B. politicalC. repatriation D. the Psychological Contract15、Many international compensation plans attempt to protect expatriates from negative tax consequences by using a _A. out sourcing jobs B. kidnappingC. tax equalization plan D. balance-sheet approach简答:Th
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