Question 1

Using more local managers to reduce the costs of training expatriate managers is a benefit usually associated with

Accepted Answer

A)  A global HRM orientation. 
B)  A polycentric or regiocentric HRM orientation. 
C)  An ethnocentric HRM orientation. 
D)  A geocentric orientation. 
A)  A global HRM orientation. 
B)  A polycentric or regiocentric HRM orientation. 
C)  An ethnocentric HRM orientation. 
D)  A geocentric orientation.

Question 2

Expatriates are

Accepted Answer

A)  Local workers who come from the host country where the unit is located. 
B)  Employees who come from a different country from where he or she is working. 
C)  The more talented local managers. 
D)  None of the above 
A)  Local workers who come from the host country where the unit is located. 
B)  Employees who come from a different country from where he or she is working. 
C)  The more talented local managers. 
D)  None of the above

Question 3

Employees who are sent on frequent but short-term international assignments are known as

Accepted Answer

A)  Flexpatriates. 
B)  Inpatriates. 
C)  Shortpatriates. 
D)  Expatriates. 
A)  Flexpatriates. 
B)  Inpatriates. 
C)  Shortpatriates. 
D)  Expatriates.

Question 4

The two aspects to consider when evaluating the possibility of hiring expatriates are the high cost and

Accepted Answer

A)  Skills in multinational management. 
B)  High success rate. 
C)  High failure rate. 
D)  None of the above 
A)  Skills in multinational management. 
B)  High success rate. 
C)  High failure rate. 
D)  None of the above

Question 5

Companies with ethnocentric HRM orientations

Accepted Answer

A)  Use similar pay and benefit packages worldwide. 
B)  Select home country nationals for key positions. 
C)  Emphasize extensive training in the company culture before allowing a manager to go international. 
D)  Often use international experience as a technical qualification for high level management. 
A)  Use similar pay and benefit packages worldwide. 
B)  Select home country nationals for key positions. 
C)  Emphasize extensive training in the company culture before allowing a manager to go international. 
D)  Often use international experience as a technical qualification for high level management.

Question 6

One reason for US expatriate managers failure is

Accepted Answer

A)  Personality of the manager. 
B)  Lack of technical proficiency. 
C)  Lack of motivation. 
D)  All of the above choices. 
A)  Personality of the manager. 
B)  Lack of technical proficiency. 
C)  Lack of motivation. 
D)  All of the above choices.

Question 7

Which of the following statements about flexpatriates is FALSE?

Accepted Answer

A)  Flexpatriates are those workers who travel on short notice for shorter duration. 
B)  Flexpatriate assignments usually last longer than expatriate assignments. 
C)  Flexpatriates provide flexibility as the company can send someone on numerous and much shorter duration assignments. 
D)  All of the above are true. 
A)  Flexpatriates are those workers who travel on short notice for shorter duration. 
B)  Flexpatriate assignments usually last longer than expatriate assignments. 
C)  Flexpatriates provide flexibility as the company can send someone on numerous and much shorter duration assignments. 
D)  All of the above are true.

Question 8

Which of the following is NOT true regarding low training rigor?

Accepted Answer

A)  Low training rigor usually includes briefings concerning company operations. 
B)  Low training rigor usually lasts for a short period. 
C)  Low training rigor usually includes lectures and videos on the local culture. 
D)  Low training usually lasts over two months. 
A)  Low training rigor usually includes briefings concerning company operations. 
B)  Low training rigor usually lasts for a short period. 
C)  Low training rigor usually includes lectures and videos on the local culture. 
D)  Low training usually lasts over two months.

Question 9

Expatriate workers who come from neither the host nor home country are

Accepted Answer

A)  Host country nationals. 
B)  Parent country nationals. 
C)  Neither country nationals. 
D)  Third country nationals. 
A)  Host country nationals. 
B)  Parent country nationals. 
C)  Neither country nationals. 
D)  Third country nationals.

Question 10

All of the following are benefits that companies obtain by using expatriates EXCEPT

Accepted Answer

A)  Receiving important strategic information. 
B)  Increased coordination and control of international operations. 
C)  Timely information on the local markets. 
D)  Reduced turnover for key international managers. 
A)  Receiving important strategic information. 
B)  Increased coordination and control of international operations. 
C)  Timely information on the local markets. 
D)  Reduced turnover for key international managers.

Question 11

Which of the following is NOT one of the strategies discussed in the text to help repatriation of expatriates?

Accepted Answer

A)  Provide a strategic purpose for the repatriation 
B)  Establish a team to help with the repatriation 
C)  Provide support for the expatriate and family on reentry 
D)  Provide vacation to help the expatriate get readjusted at home 
A)  Provide a strategic purpose for the repatriation 
B)  Establish a team to help with the repatriation 
C)  Provide support for the expatriate and family on reentry 
D)  Provide vacation to help the expatriate get readjusted at home

Question 12

Which of the following factors is not necessarily included in an expatriate's compensation package?

Accepted Answer

A)  Local market cost of living 
B)  Housing 
C)  Adjustments for taxes 
D)  All of the above are included in an expatriate's compensation package 
A)  Local market cost of living 
B)  Housing 
C)  Adjustments for taxes 
D)  All of the above are included in an expatriate's compensation package

Question 13

Describe the types of nationals employed by multinational firms.Explain when each type would be used.

Accepted Answer

Answers will vary but should demonstrate

Question 14

Discuss the options available for expatriate compensation.Consider how these options might be used for a transnational and a multidomestic company.

Accepted Answer

Answers will vary but should demonstrate

Question 15

Adjusting wages to local lifestyles and costs of living refers to which expatriate compensation system?

Accepted Answer

A)  The balance-sheet method 
B)  The host-based compensation system 
C)  The global pay system 
D)  The headquarters-based compensation system 
A)  The balance-sheet method 
B)  The host-based compensation system 
C)  The global pay system 
D)  The headquarters-based compensation system

Question 16

Key expatriate success factors include all of the following EXCEPT

Accepted Answer

A)  Professional or technical skill. 
B)  Experience in at least two cultures different from the assignment country. 
C)  Stress tolerance. 
D)  Favorable family situation. 
A)  Professional or technical skill. 
B)  Experience in at least two cultures different from the assignment country. 
C)  Stress tolerance. 
D)  Favorable family situation.

Question 17

Inpatriates are

Accepted Answer

A)  Employees who come from a different country where he/she is working. 
B)  Expatriate workers who come from neither the host nor the home country. 
C)  Local workers who come from the host country where the unit is located. 
D)  Employees from foreign country who work in the country where the parent company is located. 
A)  Employees who come from a different country where he/she is working. 
B)  Expatriate workers who come from neither the host nor the home country. 
C)  Local workers who come from the host country where the unit is located. 
D)  Employees from foreign country who work in the country where the parent company is located.

Question 18

Which of the following best describes emotional intelligence,one of the factors key to the success of an expatriate?

Accepted Answer

A)  The ability to adapt to new and strange situations 
B)  The motivation to accept international assignments 
C)  The ability to being aware of oneself and to understand and relate to others 
D)  None of the above 
A)  The ability to adapt to new and strange situations 
B)  The motivation to accept international assignments 
C)  The ability to being aware of oneself and to understand and relate to others 
D)  None of the above

Question 19

The text suggests several strategies that US women may use to succeed in traditional cultures.These include

Accepted Answer

A)  Emphasize nationality,not gender. 
B)  Develop close contact with local government officials. 
C)  Not being overly aggressive in negotiation. 
D)  Proving that women can also be successful at international assignments. 
A)  Emphasize nationality,not gender. 
B)  Develop close contact with local government officials. 
C)  Not being overly aggressive in negotiation. 
D)  Proving that women can also be successful at international assignments.

Question 20

Home country nationals are

Accepted Answer

A)  Expatriate employees who come from the parent's home country. 
B)  Employees who come from a different country where he/she is working. 
C)  Expatriate employees which come from the parent's home country. 
D)  Employees from foreign country who work in the country where the host company is located. 
A)  Expatriate employees who come from the parent's home country. 
B)  Employees who come from a different country where he/she is working. 
C)  Expatriate employees which come from the parent's home country. 
D)  Employees from foreign country who work in the country where the host company is located.

Using more local managers to reduce the costs of training expatriate managers is a benefit usually associated with

Expatriates are

Employees who are sent on frequent but short-term international assignments are known as

The two aspects to consider when evaluating the possibility of hiring expatriates are the high cost and

Companies with ethnocentric HRM orientations

One reason for US expatriate managers failure is

Which of the following statements about flexpatriates is FALSE?

Which of the following is NOT true regarding low training rigor?

Expatriate workers who come from neither the host nor home country are

All of the following are benefits that companies obtain by using expatriates EXCEPT

Which of the following is NOT one of the strategies discussed in the text to help repatriation of expatriates?

Which of the following factors is not necessarily included in an expatriate's compensation package?

Describe the types of nationals employed by multinational firms.Explain when each type would be used.

Discuss the options available for expatriate compensation.Consider how these options might be used for a transnational and a multidomestic company.

Adjusting wages to local lifestyles and costs of living refers to which expatriate compensation system?

Key expatriate success factors include all of the following EXCEPT

Inpatriates are

Which of the following best describes emotional intelligence,one of the factors key to the success of an expatriate?

The text suggests several strategies that US women may use to succeed in traditional cultures.These include

Home country nationals are

Multinational Management in a Changing World

Culture and Multinational Management

The Institutional Context of Multinational Management

Managing Ethical and Social Responsibility Challenges in Multinational Companies

Strategic Management in the Multinational Company: Content and Formulation

Multinational and Entry-Mode Strategies: Content and Formulation

Small Businesses and International Entrepreneurship:

Organizational Design for Multinational Companies

International Strategic Alliances: Management and Design

Multinational E-Commerce: Strategies and Structures

Hrm in the Local Context: Knowing When and How to Adapt

International Negotiation and Cross-Cultural Communication

Motivation in Multinational Companies

Leadership and Management Behavior in Multinational Companies

Filters

Exam 11: International Human Resource Management

Using more local managers to reduce the costs of training expatriate managers is a benefit usually associated with

Expatriates are

Employees who are sent on frequent but short-term international assignments are known as

The two aspects to consider when evaluating the possibility of hiring expatriates are the high cost and

Companies with ethnocentric HRM orientations

One reason for US expatriate managers failure is

Which of the following statements about flexpatriates is FALSE?

Which of the following is NOT true regarding low training rigor?

Expatriate workers who come from neither the host nor home country are

All of the following are benefits that companies obtain by using expatriates EXCEPT

Which of the following is NOT one of the strategies discussed in the text to help repatriation of expatriates?

Which of the following factors is not necessarily included in an expatriate's compensation package?

Describe the types of nationals employed by multinational firms.Explain when each type would be used.

Discuss the options available for expatriate compensation.Consider how these options might be used for a transnational and a multidomestic company.

Adjusting wages to local lifestyles and costs of living refers to which expatriate compensation system?

Key expatriate success factors include all of the following EXCEPT

Inpatriates are

Which of the following best describes emotional intelligence,one of the factors key to the success of an expatriate?

The text suggests several strategies that US women may use to succeed in traditional cultures.These include

Home country nationals are

Multinational Management in a Changing World

Culture and Multinational Management

The Institutional Context of Multinational Management

Managing Ethical and Social Responsibility Challenges in Multinational Companies

Strategic Management in the Multinational Company: Content and Formulation

Multinational and Entry-Mode Strategies: Content and Formulation

Small Businesses and International Entrepreneurship:

Organizational Design for Multinational Companies

International Strategic Alliances: Management and Design

Multinational E-Commerce: Strategies and Structures

Hrm in the Local Context: Knowing When and How to Adapt

International Negotiation and Cross-Cultural Communication

Motivation in Multinational Companies

Leadership and Management Behavior in Multinational Companies

Filters