Question 1: What kind of policies do you think would work best to prevent workplace violence?

Question 2: How could genetic testing be used to discriminate?

Question 3: Some people believe that cross-cultural training often reinforces stereotypes by discussing aspects of a culture that may be applicable to some members of that culture but not to all. Do you agree? How can cross-cultural training be provided to avoid this problem? Explain.

Question 4: How might an international firm trying to adapt HRM practices to the local culture produce worse results than it would produce by "exporting" HRM practices from the home office?

Question 5: Assume that a union has organized the faculty at the university or the college where you are a student. What impact would you expect the union to have on the faculty? Which faculty would you expect to support the union? Which would not support the union? How would a faculty union affect the students' educational experience? Explain.

Question 6: U.S. MNCs experience a much higher rate of early returns with their expatriate employees than European and Japanese MNCs do. What explains this difference? What HRM policies and procedures would you develop to reduce this problem?

Question 7: Do you think that wellness programs are worth their cost to a company? Explain.

Question 8: Some people believe that U.S. MNCs should serve as vehicles for cultural change in developing countries by introducing modern U.S. HRM practices and instilling values (such as punctuality and efficiency) in the workforce that are necessary for industrialization. Do you agree with this assertion? Explain your position.

Question 9: It is often said that "good pay and good management" are the keys to successful union avoidance. Spell out the kind of policies and practices companies should develop if they want to keep their workers from unionizing. Do you think the employee relations practices you have mentioned are less costly or more costly than working with unionized labor?

Question 10: How can management's collective bargaining tactics be influenced by the company's labor relations strategy? Provide examples.