Question 1

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 2

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 3

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 4

Contrast the positive and negative issues for using short term flexpatriates and international cadre members as expatriate managers.Consider both the organization's perspective and the career implications for the individual manager.

Accepted Answer

Answers will vary but should mention tha

Question 5

International Human Resource Management

Accepted Answer

A) Is no different from domestic HRM. 
B) Is the application of HRM to international settings. 
C) Is the orientation to hiring international employees. 
D) Is the selection and compensation of expatriates. 
A) Is no different from domestic HRM. 
B) Is the application of HRM to international settings. 
C) Is the orientation to hiring international employees. 
D) Is the selection and compensation of expatriates.

Question 6

Extra money paid to expatriates for particularly difficult posting due to issues such as high risk or poor living conditions is known as

Accepted Answer

A) Foreign service premiums. 
B) Hardship allowance. 
C) Relocation allowances. 
D) Home-leave allowances. 
A) Foreign service premiums. 
B) Hardship allowance. 
C) Relocation allowances. 
D) Home-leave allowances.

Question 7

International cadre are

Accepted Answer

A) A group of managers who specialize in international careers. 
B) Managers who are hired on a temporary basis to solve international problems. 
C) Experts on international operations who work as part of the headquarters staff. 
D) A group in charge of training managers for expatriate assignments. 
A) A group of managers who specialize in international careers. 
B) Managers who are hired on a temporary basis to solve international problems. 
C) Experts on international operations who work as part of the headquarters staff. 
D) A group in charge of training managers for expatriate assignments.

Question 8

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 9

Host country nationals may have limited career development in a company with a (an)

Accepted Answer

A) Ethnocentric, Regio or polycentric HRM orientation. 
B) Only an ethnocentric HRM orientation. 
C) Regiocentric or global HRM orientation. 
D) Only a polycentric HRM orientation. 
A) Ethnocentric, Regio or polycentric HRM orientation. 
B) Only an ethnocentric HRM orientation. 
C) Regiocentric or global HRM orientation. 
D) Only a polycentric HRM orientation.

Question 10

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 11

Discuss any three of the key expatriate success factors and their implications for selection.

Accepted Answer

Answers will vary but should demonstrate

Question 12

Studies of women expatriates suggest that all of the following statements are true about international assignments in traditional cultures EXCEPT

Accepted Answer

A) Women typically do not succeed in expatriate assignments. 
B) Women have some challenges in international assignments. 
C) Women have some advantages in international assignments. 
D) Opportunities for women expatriates are expected to grow in global companies. 
A) Women typically do not succeed in expatriate assignments. 
B) Women have some challenges in international assignments. 
C) Women have some advantages in international assignments. 
D) Opportunities for women expatriates are expected to grow in global companies.

Question 13

Third-country nationals are

Accepted Answer

A) Workers who come from the host-country where the unit is located. 
B) Foreign workers who work in a country where the parent company is located. 
C) Workers who come from neither the host nor the host-country. 
D) None of the above 
A) Workers who come from the host-country where the unit is located. 
B) Foreign workers who work in a country where the parent company is located. 
C) Workers who come from neither the host nor the host-country. 
D) None of the above

Question 14

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 15

The use of worldwide job evaluations,performance appraisals methods,and salary scales to determine pay is the

Accepted Answer

A) The global pay system. 
B) The balance sheet approach. 
C) The multi-local pay system. 
D) The headquarters-based system. 
A) The global pay system. 
B) The balance sheet approach. 
C) The multi-local pay system. 
D) The headquarters-based system.

Question 16

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.

Question 17

Companies with a global HRM orientation

Accepted Answer

A) Usually provide significant extra pay for expatriate assignments. 
B) Evaluate their managers by headquarters' country standards. 
C) Focus primarily on language training as preparation for expatriate assignments. 
D) Use similar pay and benefit packages for all international assignments. 
A) Usually provide significant extra pay for expatriate assignments. 
B) Evaluate their managers by headquarters' country standards. 
C) Focus primarily on language training as preparation for expatriate assignments. 
D) Use similar pay and benefit packages for all international assignments.

Question 18

Evidence on training for international assignments suggests

Accepted Answer

A) Cross-cultural training reduces expatriate failure rates. 
B) Cross-cultural training makes people feel more comfortable but there are no bottom line effects on performance. 
C) US firms invest the most in this activity. 
D) It only beneficial for long term assignments. 
A) Cross-cultural training reduces expatriate failure rates. 
B) Cross-cultural training makes people feel more comfortable but there are no bottom line effects on performance. 
C) US firms invest the most in this activity. 
D) It only beneficial for long term assignments.

Question 19

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 20

Experts on repatriation suggest

Accepted Answer

A) That managers will experience no problems if they return to their home cultures. 
B) Reverse culture shock can occur regarding national and organizational culture. 
C) There are difficult problems with repatriation but few solutions at this time. 
D) People may feel uncomfortable for a while but work performance will not suffer. 
A) That managers will experience no problems if they return to their home cultures. 
B) Reverse culture shock can occur regarding national and organizational culture. 
C) There are difficult problems with repatriation but few solutions at this time. 
D) People may feel uncomfortable for a while but work performance will not suffer.

Key expatriate success factors include all of the following EXCEPT

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

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

Contrast the positive and negative issues for using short term flexpatriates and international cadre members as expatriate managers.Consider both the organization's perspective and the career implications for the individual manager.

International Human Resource Management

Extra money paid to expatriates for particularly difficult posting due to issues such as high risk or poor living conditions is known as

International cadre are

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

Host country nationals may have limited career development in a company with a (an)

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

Discuss any three of the key expatriate success factors and their implications for selection.

Studies of women expatriates suggest that all of the following statements are true about international assignments in traditional cultures EXCEPT

Third-country nationals are

Companies with ethnocentric HRM orientations

The use of worldwide job evaluations,performance appraisals methods,and salary scales to determine pay is the

Home country nationals are

Companies with a global HRM orientation

Evidence on training for international assignments suggests

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

Experts on repatriation suggest

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

Key expatriate success factors include all of the following EXCEPT

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

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

Contrast the positive and negative issues for using short term flexpatriates and international cadre members as expatriate managers.Consider both the organization's perspective and the career implications for the individual manager.

International Human Resource Management

Extra money paid to expatriates for particularly difficult posting due to issues such as high risk or poor living conditions is known as

International cadre are

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

Host country nationals may have limited career development in a company with a (an)

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

Discuss any three of the key expatriate success factors and their implications for selection.

Studies of women expatriates suggest that all of the following statements are true about international assignments in traditional cultures EXCEPT

Third-country nationals are

Companies with ethnocentric HRM orientations

The use of worldwide job evaluations,performance appraisals methods,and salary scales to determine pay is the

Home country nationals are

Companies with a global HRM orientation

Evidence on training for international assignments suggests

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

Experts on repatriation suggest

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