GPHR Exam Dumps : Global Professional in Human Resource

Comprehensive and Detailed Explanation:

This describes anethnocentric organizational culture, where loyalty to the home country and hierarchy leads to aprescriptive and role-bound approach. In such cultures:

Leadership is often exclusive to nationals of the home country

Systems and functions are formalized, rigid, and top-down

Adaptation to local contexts is limited

GPHR Study Guide Extract – Strategic Global Human Resources / Cultural Dimensions and Global Mindsets:

“Ethnocentric staffing and leadership practices often reflect rigid role expectations and centralized control, especially when senior positions are reserved for home-country nationals.”

This behavior aligns with Hofstede’shigh power distanceanduncertainty avoidancedimensions, where roles are clearly defined and deviations are discouraged.

Comprehensive and Detailed Explanation:

Hardship allowancesare determined based onenvironmental conditions, not assignment duration. Key considerations include:

Political instability

Health and safety risks

Poor infrastructure

Climate and housing quality

Medical availability

These factors assess howdifficult or uncomfortablethe host country is for expatriates, not howlongthe assignment will be.

GPHR Study Guide Extract – Global Compensation and Benefits / Assignment Allowances:

“Hardship allowances compensate employees for difficult living conditions in the host country. Determining factors include health infrastructure, security, and housing—not the length of stay.”

Duration may impacttotal payout, butnot the justificationfor the allowance itself.

Comprehensive and Detailed Explanation:

This is an example ofinternational mentoring, wherehigh-potential local managersin global locations are paired withsenior leaders at headquarters. The goal is to developleadership pipelinesand integrateglobal talentwith the organization's strategic core.

GPHR Study Guide Extract – Talent and Organizational Development / Global Leadership Development:

“International mentoring programs help connect high-potential talent in regional offices with executive leadership at headquarters. This not only aids career development but also ensures the integration of global talent into succession planning.”

Reverse mentoringis the opposite—junior or tech-savvy employees mentor senior leaders, often in digital skills or cultural awareness.