Question 1

Relationship marketing focuses on

Accepted Answer

A)  the short-term effort. 
B)  maintaining an atmosphere of trust with the sales manager. 
C)  involving all members of the sales team in the sale. 
D)  treating each sale as a one-time event. 
E)  building long-term alliances. 
A)  the short-term effort. 
B)  maintaining an atmosphere of trust with the sales manager. 
C)  involving all members of the sales team in the sale. 
D)  treating each sale as a one-time event. 
E)  building long-term alliances.

Question 2

Since expatriates are not locals, they often have a negative effect on the prestige of the company and its product line in the eyes of foreign customers.

Accepted Answer

A) True 
 B)False

Question 3

Discuss how compensation plans of American companies vary substantially around the world.

Accepted Answer

Compensation plans of American companies

Question 4

What is most likely the reason that continual training is more important in foreign markets than in domestic ones?

Accepted Answer

A)  slow adaptation of foreign markets to innovative products 
B)  technological inferiority of domestic products 
C)  the need to establish the superiority of domestic cultures 
D)  lack of technical knowledge among expatriate salespersons 
E)  lack of routine contact with the parent company 
A)  slow adaptation of foreign markets to innovative products 
B)  technological inferiority of domestic products 
C)  the need to establish the superiority of domestic cultures 
D)  lack of technical knowledge among expatriate salespersons 
E)  lack of routine contact with the parent company

Question 5

What is a disadvantage associated with a sales force consisting of expatriate salespeople?

Accepted Answer

A)  adverse effect on the prestige of the product 
B)  inability to effectively communicate and influence headquarters' personnel 
C)  lack of technological expertise 
D)  inadequate knowledge of the company 
E)  large cultural barriers 
A)  adverse effect on the prestige of the product 
B)  inability to effectively communicate and influence headquarters' personnel 
C)  lack of technological expertise 
D)  inadequate knowledge of the company 
E)  large cultural barriers

Question 6

What is a company's most direct tie to the customer?

Accepted Answer

A)  the product 
B)  the salesperson 
C)  the parent company 
D)  the retail outlet 
E)  the distributor 
A)  the product 
B)  the salesperson 
C)  the parent company 
D)  the retail outlet 
E)  the distributor

Question 7

Qualified and ambitious sales personnel refuse to take up foreign assignments for fear of hampering their career development. This "out of sight, out of mind" fear is most closely linked to the problems of

Accepted Answer

A)  conflict of interests. 
B)  acculturation. 
C)  skill redundancy. 
D)  naturalization. 
E)  repatriation. 
A)  conflict of interests. 
B)  acculturation. 
C)  skill redundancy. 
D)  naturalization. 
E)  repatriation.

Question 8

What is the main disadvantage of hiring local nationals in the sales force?

Accepted Answer

A)  Headquarters personnel tend to ignore the advice of local nationals. 
B)  Most local nationals are costly to maintain. 
C)  Poaching of experienced personnel by competitor companies increases. 
D)  Cultural differences lead to communication issues with customers. 
E)  Lack of familiarity with distribution systems and referral networks plagues local nationals. 
A)  Headquarters personnel tend to ignore the advice of local nationals. 
B)  Most local nationals are costly to maintain. 
C)  Poaching of experienced personnel by competitor companies increases. 
D)  Cultural differences lead to communication issues with customers. 
E)  Lack of familiarity with distribution systems and referral networks plagues local nationals.

Question 9

What is a trait of people with good cultural skills?

Accepted Answer

A)  They have a clear set of principles and do not tolerate ambiguity. 
B)  They take pride in their culture and practice cultural ethnocentrism. 
C)  They monitor the behavior of their employees and judge them accordingly. 
D)  They convey a sincere interest in people and their culture. 
E)  They try to propagate their culture and insist that others follow them. 
A)  They have a clear set of principles and do not tolerate ambiguity. 
B)  They take pride in their culture and practice cultural ethnocentrism. 
C)  They monitor the behavior of their employees and judge them accordingly. 
D)  They convey a sincere interest in people and their culture. 
E)  They try to propagate their culture and insist that others follow them.

Question 10

What practice, with respect to motivating sales personnel, is most common in relationship-oriented countries like Japan?

Accepted Answer

A)  Companies lay greater emphasis on incentives that are based on individual performance. 
B)  Companies do not allow local managers to decide the mix between base and incentive pay. 
C)  Commissions are measured by sales revenues generated by each employee. 
D)  Companies are not very tolerant of poor performers and fire them immediately. 
E)  Companies motivate sales representatives through frequent interaction with supervisors. 
A)  Companies lay greater emphasis on incentives that are based on individual performance. 
B)  Companies do not allow local managers to decide the mix between base and incentive pay. 
C)  Commissions are measured by sales revenues generated by each employee. 
D)  Companies are not very tolerant of poor performers and fire them immediately. 
E)  Companies motivate sales representatives through frequent interaction with supervisors.

Question 11

From an international firm's perspective, what is an advantage associated with virtual assignments?

Accepted Answer

A)  Sales personnel can avoid health risks involved in flying frequently to foreign countries. 
B)  Customer relationship structures may be improved due to direct customer interaction. 
C)  The extra expense involved in an actual executive move may be avoided. 
D)  Problems related to low morale of personnel due to living in hotels can be avoided. 
E)  Misunderstandings due to lack of cultural skills may be completely eliminated. 
A)  Sales personnel can avoid health risks involved in flying frequently to foreign countries. 
B)  Customer relationship structures may be improved due to direct customer interaction. 
C)  The extra expense involved in an actual executive move may be avoided. 
D)  Problems related to low morale of personnel due to living in hotels can be avoided. 
E)  Misunderstandings due to lack of cultural skills may be completely eliminated.

Question 12

A chief disadvantage of an expatriate sales force is the high cost for a company.

Accepted Answer

A) True 
 B)False

Question 13

Claudia is being transferred to a foreign assignment that will last 3 months. Her family is not accompanying her, so the company is paying her a premium, which is called a

Accepted Answer

A)  fringe benefit. 
B)  pension plan. 
C)  displacement reserve. 
D)  special assessment. 
E)  separation allowance. 
A)  fringe benefit. 
B)  pension plan. 
C)  displacement reserve. 
D)  special assessment. 
E)  separation allowance.

Question 14

A foreign managerial posting is becoming increasingly viewed as

Accepted Answer

A)  a negative for advancement. 
B)  a necessary evil that can't be avoided. 
C)  an important stepping stone to executive positions. 
D)  a cherished experience. 
E)  an experience to be avoided at all costs. 
A)  a negative for advancement. 
B)  a necessary evil that can't be avoided. 
C)  an important stepping stone to executive positions. 
D)  a cherished experience. 
E)  an experience to be avoided at all costs.

Question 15

Expatriates working in high-tax countries prefer direct income instead of fringe benefits as part of their compensation package.

Accepted Answer

A) True 
 B)False

Question 16

In countries like Japan, a sales force is likely to be most effective if it consists mostly of

Accepted Answer

A)  professional expatriates. 
B)  local nationals. 
C)  virtual expatriates. 
D)  third-world nationals. 
E)  expatriates from Asian countries. 
A)  professional expatriates. 
B)  local nationals. 
C)  virtual expatriates. 
D)  third-world nationals. 
E)  expatriates from Asian countries.

Question 17

What is the reason for the failure of individual incentives to motivate employees in Japan?

Accepted Answer

Japan's emphasis on paternalism and coll

Question 18

When hiring new personnel for international marketing, what is considered to be the best way to assess the traits necessary for success?

Accepted Answer

A)  paper-and-pencil ability tests 
B)  interviews and role-playing exercises 
C)  biographical information 
D)  reference checks 
E)  calligraphy analysis 
A)  paper-and-pencil ability tests 
B)  interviews and role-playing exercises 
C)  biographical information 
D)  reference checks 
E)  calligraphy analysis

Question 19

What strategy should be practiced when determining compensation globally?

Accepted Answer

A)  A similar framework should be created for jobs with different responsibilities. 
B)  The support of senior sales executives should not be sought before taking action. 
C)  Local managers should not decide the mix between base and incentive pay. 
D)  Consistent communication and training themes should be used worldwide. 
E)  The incentive plan should be designed centrally and dictated to local offices. 
A)  A similar framework should be created for jobs with different responsibilities. 
B)  The support of senior sales executives should not be sought before taking action. 
C)  Local managers should not decide the mix between base and incentive pay. 
D)  Consistent communication and training themes should be used worldwide. 
E)  The incentive plan should be designed centrally and dictated to local offices.

Question 20

What best defines virtual expatriates?

Accepted Answer

A)  They stay and work abroad for a short period of one to two months and then return to their home country. 
B)  They work in a foreign culture and blend to such an extent that they may more closely resemble a local than an expatriate. 
C)  They work abroad in one country after another for the greater part of their career. 
D)  They are expatriates from their own countries working for a foreign company in a third country. 
E)  They manage operations in foreign countries but do not move there. 
A)  They stay and work abroad for a short period of one to two months and then return to their home country. 
B)  They work in a foreign culture and blend to such an extent that they may more closely resemble a local than an expatriate. 
C)  They work abroad in one country after another for the greater part of their career. 
D)  They are expatriates from their own countries working for a foreign company in a third country. 
E)  They manage operations in foreign countries but do not move there.

Relationship marketing focuses on

Since expatriates are not locals, they often have a negative effect on the prestige of the company and its product line in the eyes of foreign customers.

Discuss how compensation plans of American companies vary substantially around the world.

What is most likely the reason that continual training is more important in foreign markets than in domestic ones?

What is a disadvantage associated with a sales force consisting of expatriate salespeople?

What is a company's most direct tie to the customer?

Qualified and ambitious sales personnel refuse to take up foreign assignments for fear of hampering their career development. This "out of sight, out of mind" fear is most closely linked to the problems of

What is the main disadvantage of hiring local nationals in the sales force?

What is a trait of people with good cultural skills?

What practice, with respect to motivating sales personnel, is most common in relationship-oriented countries like Japan?

From an international firm's perspective, what is an advantage associated with virtual assignments?

A chief disadvantage of an expatriate sales force is the high cost for a company.

Claudia is being transferred to a foreign assignment that will last 3 months. Her family is not accompanying her, so the company is paying her a premium, which is called a

A foreign managerial posting is becoming increasingly viewed as

Expatriates working in high-tax countries prefer direct income instead of fringe benefits as part of their compensation package.

In countries like Japan, a sales force is likely to be most effective if it consists mostly of

What is the reason for the failure of individual incentives to motivate employees in Japan?

When hiring new personnel for international marketing, what is considered to be the best way to assess the traits necessary for success?

What strategy should be practiced when determining compensation globally?

What best defines virtual expatriates?

The Scope and Challenge of International Marketing

The Dynamic Environment of International Trade

History and Geography: the Foundations of Culture

Cultural Dynamics in Assessing Global Markets

Culture, Management Style, and Business Systems

The Political Environment: a Critical Concern

The International Legal Environment: Playing by the Rules

Developing a Global Vision Through Marketing Research

Economic Development and the Americas

Europe, Africa, and the Middle East

The Asia Pacific Region

Global Marketing Management: Planning and Organization

Products and Services for Consumers

Products and Services for Businesses

International Marketing Channels

Integrated Marketing Communications and International Advertising

Pricing for International Markets

Inventive Negotiations With International Customers, Partners, and Regulators

Filters

Exam 17: Personal Selling and Sales Management

Relationship marketing focuses on

Since expatriates are not locals, they often have a negative effect on the prestige of the company and its product line in the eyes of foreign customers.

Discuss how compensation plans of American companies vary substantially around the world.

What is most likely the reason that continual training is more important in foreign markets than in domestic ones?

What is a disadvantage associated with a sales force consisting of expatriate salespeople?

What is a company's most direct tie to the customer?

Qualified and ambitious sales personnel refuse to take up foreign assignments for fear of hampering their career development. This "out of sight, out of mind" fear is most closely linked to the problems of

What is the main disadvantage of hiring local nationals in the sales force?

What is a trait of people with good cultural skills?

What practice, with respect to motivating sales personnel, is most common in relationship-oriented countries like Japan?

From an international firm's perspective, what is an advantage associated with virtual assignments?

A chief disadvantage of an expatriate sales force is the high cost for a company.

Claudia is being transferred to a foreign assignment that will last 3 months. Her family is not accompanying her, so the company is paying her a premium, which is called a

A foreign managerial posting is becoming increasingly viewed as

Expatriates working in high-tax countries prefer direct income instead of fringe benefits as part of their compensation package.

In countries like Japan, a sales force is likely to be most effective if it consists mostly of

What is the reason for the failure of individual incentives to motivate employees in Japan?

When hiring new personnel for international marketing, what is considered to be the best way to assess the traits necessary for success?

What strategy should be practiced when determining compensation globally?

What best defines virtual expatriates?

The Scope and Challenge of International Marketing

The Dynamic Environment of International Trade

History and Geography: the Foundations of Culture

Cultural Dynamics in Assessing Global Markets

Culture, Management Style, and Business Systems

The Political Environment: a Critical Concern

The International Legal Environment: Playing by the Rules

Developing a Global Vision Through Marketing Research

Economic Development and the Americas

Europe, Africa, and the Middle East

The Asia Pacific Region

Global Marketing Management: Planning and Organization

Products and Services for Consumers

Products and Services for Businesses

International Marketing Channels

Integrated Marketing Communications and International Advertising

Pricing for International Markets

Inventive Negotiations With International Customers, Partners, and Regulators

Filters