MENU
An organization has decided to utilize a geographic organizational structure. It has several offices throughout Europe and one office in Asia, in particular, in Shenzhen, China. Although the European offices are very well integrated into headquarters, the office in China has been running fairly independently. Of the locations, this office has been the most resistant to expatriates entering and to developing local talent, In fact, headquarters suspects that most of the hiring and promotions have been based on nepotism. Which of the following gaps does the China office NOT exhibit in this scenario?
Suggested Answer: B
Get Premium GPHR Questions
as Interactive Web-Based Practice Test or PDF
Real Exam Format
Detailed Explanations
Instant Access
Get Your Practice Test
40 comments · newest first
RO
Rosina
10 months ago
Not sure about that, could be a succession gap too.
MA
Marvel
11 months ago
Totally agree, the retention gap isn't really an issue here.
KI
Kina
11 months ago
Wait, are they really hiring based on nepotism? That's wild!
MA
Malcom
11 months ago
I think it's definitely a skill & competency gap.
NI
Nikita
11 months ago
Sounds like a classic knowledge sharing gap to me.
MA
Mammie
12 months ago
I feel like the succession gap is the one they don’t have. They might be promoting internally, even if it’s not fair.
ME
Mee
12 months ago
I’m a bit confused about the skill and competency gap. If they’re hiring based on nepotism, wouldn’t that mean they have a gap in skills?
TR
Truman
12 months ago
I think this might be similar to a practice question we did about knowledge sharing. If they’re resistant to expatriates, maybe they lack that gap?
CE
Celia
1 year ago
I remember discussing retention gaps in class, but I’m not sure if that applies here since they seem to have a stable workforce.
YO
Yolande
1 year ago
I think I've got it. The China office doesn't seem to be exhibiting a retention gap, as the question doesn't mention any issues with employees leaving the organization. The other gaps all seem plausible, so I'll go with that as my answer.
HY
Hyun
1 year ago
Ah, I see. The key is to identify the gap that doesn't fit the scenario described for the China office. Nepotism in hiring and promotions suggests a potential issue, but I'll need to consider how that relates to the different gaps.
DO
Donte
1 year ago
Okay, let's see. The China office has been running independently and is resistant to expatriates and developing local talent. That sounds like it could be a skill and competency gap, a knowledge sharing gap, or a succession gap. I'll need to think through each one.
CA
Cammy
1 year ago
This seems like a tricky question. I'll need to carefully consider the different gaps mentioned and how they apply to the China office's situation.
LI
Linwood
1 year ago
Hmm, the question is asking which gap the China office does NOT exhibit. I think I have a good understanding of the different gaps, so I'll try to analyze this systematically.
DO
Dominque
1 year ago
Okay, I've got it now. A and B are the correct answers here. Moving the blank records to the recycle bin or assigning them to existing Product Development records will ensure the master-detail relationship is properly set up.
AN
Angella
1 year ago
You know, the China office sounds like a real 'Shenzhen-anigans' going on. No wonder they're resistant to change!
MI
Misty
1 year ago
C) Knowledge sharing gap
TH
Thersa
1 year ago
B) Skill & competency gap
LE
Leonor
1 year ago
A) Retention gap
AD
Adelle
1 year ago
C) Knowledge sharing gap
JO
Joni
1 year ago
B) Skill & competency gap
AN
Annett
1 year ago
A) Retention gap
LI
Lisha
1 year ago
Succession gap? Nah, with all that nepotism going on, I bet they have that covered. It's probably a family business over there!
CA
Carissa
1 year ago
C) Knowledge sharing gap
GL
Glory
1 year ago
C: But what about the other gaps like skill and knowledge sharing? Those are still important for the organization to succeed.
LA
Laticia
1 year ago
B) Skill & competency gap
NI
Nickolas
1 year ago
B: That's true, nepotism could be filling that gap for them.
AZ
Azalee
1 year ago
A: Maybe they don't have a succession gap because they're just promoting family members.
DO
Dong
1 year ago
A) Retention gap
ME
Merilyn
1 year ago
I'll go with C - the China office doesn't exhibit a knowledge sharing gap. They're hoarding that knowledge like a dragon sitting on a pile of gold.
VI
Virgie
1 year ago
I believe the China office is also lacking in Skill & competency gap. They need to focus on developing local talent and not just hiring based on nepotism.
AN
Antione
1 year ago
Aha, the China office is running pretty independently, so I bet they don't have a knowledge sharing gap. They're keeping all that juicy information to themselves!
JA
James
1 year ago
B: Yeah, they seem to be keeping everything to themselves over there.
TI
Tijuana
1 year ago
A: I think you're right, they probably don't have a knowledge sharing gap.
CR
Crista
1 year ago
I agree with Lorean. The China office seems to be lacking in sharing knowledge, which is crucial for a successful organization.
LO
Lorean
2 years ago
I think the China office does not exhibit a Knowledge sharing gap.
MA
Marti
2 years ago
The China office seems to have a major nepotism problem, which is definitely not a gap! It's more like a chasm.
JE
Jestine
1 year ago
C) Knowledge sharing gap
BE
Bernardine
1 year ago
B) Skill & competency gap
RE
Rene
1 year ago
A) Retention gap