Question 1

Historically, companies have not been particularly concerned with the challenge of repatriation in managing their international human resources.

Accepted Answer

A) True 
 B)False

Question 2

Cost-of-living allowances given to an expatriate during his or her foreign assignment ________.

Accepted Answer

A) usually involve a compensation reduction because of lower costs abroad 
B) are due to the difficulty of duplicating a particular way of living abroad 
C) are usually eliminated over time 
D) increase the longer the individual is overseas 
A) usually involve a compensation reduction because of lower costs abroad 
B) are due to the difficulty of duplicating a particular way of living abroad 
C) are usually eliminated over time 
D) increase the longer the individual is overseas

Question 3

Mona, a native of India, is employed by IBM in the firm's facility in New Delhi.Mona is best described as a(n)________.

Accepted Answer

A) expatriate 
B) local 
C) third-country national 
D) home-country national 
A) expatriate 
B) local 
C) third-country national 
D) home-country national

Question 4

HRM refers to the range of activities that a company, whether solely domestic or thoroughly global, undertakes to ________.

Accepted Answer

A) direct its strategy 
B) staff its operations 
C) improve its responsiveness 
D) integrate business functions 
A) direct its strategy 
B) staff its operations 
C) improve its responsiveness 
D) integrate business functions

Question 5

Why is management of international human resources more difficult than directing human resources at the domestic level?

Accepted Answer

A) the challenge of adjusting for political, cultural, legal, and economic differences between countries 
B) the challenge posed by managers in other countries that aim to achieve global objectives for the company no matter the costs imposed on national objectives 
C) the greater similarity among foreign subsidiaries than among domestic subsidiaries in terms of dependence on headquarters for resources 
D) the complications posed by dealing with competing agendas from different labor unions in different countries 
A) the challenge of adjusting for political, cultural, legal, and economic differences between countries 
B) the challenge posed by managers in other countries that aim to achieve global objectives for the company no matter the costs imposed on national objectives 
C) the greater similarity among foreign subsidiaries than among domestic subsidiaries in terms of dependence on headquarters for resources 
D) the complications posed by dealing with competing agendas from different labor unions in different countries

Question 6

Which of the following is NOT an area in which expatriates experience repatriation frustration?

Accepted Answer

A) change in personal finances and compensation 
B) readjustment to home-country corporate structure 
C) change in technical competence 
D) readjustment to life at home 
A) change in personal finances and compensation 
B) readjustment to home-country corporate structure 
C) change in technical competence 
D) readjustment to life at home

Question 7

Historically, companies searching their ranks for potential expatriates looked first for individuals with the necessary language proficiency and then evaluated their technical competence.

Accepted Answer

A) True 
 B)False

Question 8

________ are expat lifers who work an ongoing series of international assignments and often plan never to return to headquarters or even to their original home.

Accepted Answer

A) Home-country nationals 
B) Transpatriates 
C) Inpatriates 
D) Flexpatriates 
A) Home-country nationals 
B) Transpatriates 
C) Inpatriates 
D) Flexpatriates

Question 9

The three types of interpretative frameworks in international businesses are ________.

Accepted Answer

A) ethnocentric, polycentric, and geocentric 
B) ethnocentric, intercentric, and monocentric 
C) monocentric, neocentric, and polycentric 
D) intracentric, geocentric, and neocentric 
A) ethnocentric, polycentric, and geocentric 
B) ethnocentric, intercentric, and monocentric 
C) monocentric, neocentric, and polycentric 
D) intracentric, geocentric, and neocentric

Question 10

According to the text, which of the following is the most important competency in the expatriate selection process?

Accepted Answer

A) flexibility 
B) business acumen 
C) global mindset 
D) geographic knowledge 
A) flexibility 
B) business acumen 
C) global mindset 
D) geographic knowledge

Question 11

Fundamentally, the task of HRM is putting the right person into the right job in the right place at the right time for the right salary.

Accepted Answer

A) True 
 B)False

Question 12

A(n)________ staffing policy framework assumes that the practices and procedures that work at headquarters will work in foreign operations; as such, executive slots are filled by home-country nationals.

Accepted Answer

A) polycentric 
B) intercentric 
C) ethnocentric 
D) geocentric 
A) polycentric 
B) intercentric 
C) ethnocentric 
D) geocentric

Question 13

Apex Enterprises, an MNE based in the United States, is spending too much money on expatriate assignments.Which of the following methods would LEAST likely help Apex reduce expatriate costs?

Accepted Answer

A) offering cross-border commuter assignments 
B) designing more short-term projects 
C) establishing a localization policy 
D) expanding core competencies 
A) offering cross-border commuter assignments 
B) designing more short-term projects 
C) establishing a localization policy 
D) expanding core competencies

Question 14

A geocentric staffing policy seeks the best qualified people for key jobs throughout the organization, irrespective of their nationality.

Accepted Answer

A) True 
 B)False

Question 15

All of the following would most likely improve the successful repatriation of expatriates EXCEPT ________.

Accepted Answer

A) encouraging repatriated workers to take sabbaticals upon return 
B) developing mentoring programs to smooth transitions 
C) integrating foreign assignments into career plans 
D) providing repatriated workers with desirable jobs 
A) encouraging repatriated workers to take sabbaticals upon return 
B) developing mentoring programs to smooth transitions 
C) integrating foreign assignments into career plans 
D) providing repatriated workers with desirable jobs

Question 16

Growing demand for expatriates stems from which of the following trends?

Accepted Answer

A) the emergence of developing countries as high-growth markets 
B) the resurgence of developed countries as high-growth markets 
C) the reduced need for localized expatriate assignments 
D) the longer-term assignments created in response to the global credit crisis 
A) the emergence of developing countries as high-growth markets 
B) the resurgence of developed countries as high-growth markets 
C) the reduced need for localized expatriate assignments 
D) the longer-term assignments created in response to the global credit crisis

Question 17

Which of the following is a drawback of the polycentric approach?

Accepted Answer

A) Host-country nationals become more committed to company headquarters than to their local colleagues. 
B) Successful local units may increasingly function independently and pay less attention to headquarters. 
C) Local units depend too much on headquarters for resources and innovations, with little incentive to develop their own. 
D) Local managers study international business and cultural practices in other markets in preparation for international assignments at the expense of not fully investing in understanding the host country. 
A) Host-country nationals become more committed to company headquarters than to their local colleagues. 
B) Successful local units may increasingly function independently and pay less attention to headquarters. 
C) Local units depend too much on headquarters for resources and innovations, with little incentive to develop their own. 
D) Local managers study international business and cultural practices in other markets in preparation for international assignments at the expense of not fully investing in understanding the host country.

Question 18

Traditionally, expatriates were ________; today, HRM increasingly considers ________.

Accepted Answer

A) men; women 
B) women; men 
C) mid-level and mid-career executives; older employees and younger employees 
D) older employees and younger employees; mid-level and mid-career executives 
A) men; women 
B) women; men 
C) mid-level and mid-career executives; older employees and younger employees 
D) older employees and younger employees; mid-level and mid-career executives

Question 19

What are the current trends in expatriate allowances? What are the reasons for these changes?

Accepted Answer

Spurred by cost pressures and unstable j

Question 20

Jeanette Thompson, a native Texan, is being sent by her company, Samsung of South Korea, to head up a new facility in Hong Kong.Jeanette would be considered a(n)________.

Accepted Answer

A) inpatriate 
B) host-country citizen 
C) third-country national 
D) local executive 
A) inpatriate 
B) host-country citizen 
C) third-country national 
D) local executive

Historically, companies have not been particularly concerned with the challenge of repatriation in managing their international human resources.

Cost-of-living allowances given to an expatriate during his or her foreign assignment ________.

Mona, a native of India, is employed by IBM in the firm's facility in New Delhi.Mona is best described as a(n)________.

HRM refers to the range of activities that a company, whether solely domestic or thoroughly global, undertakes to ________.

Why is management of international human resources more difficult than directing human resources at the domestic level?

Which of the following is NOT an area in which expatriates experience repatriation frustration?

Historically, companies searching their ranks for potential expatriates looked first for individuals with the necessary language proficiency and then evaluated their technical competence.

________ are expat lifers who work an ongoing series of international assignments and often plan never to return to headquarters or even to their original home.

The three types of interpretative frameworks in international businesses are ________.

According to the text, which of the following is the most important competency in the expatriate selection process?

Fundamentally, the task of HRM is putting the right person into the right job in the right place at the right time for the right salary.

A(n)________ staffing policy framework assumes that the practices and procedures that work at headquarters will work in foreign operations; as such, executive slots are filled by home-country nationals.

Apex Enterprises, an MNE based in the United States, is spending too much money on expatriate assignments.Which of the following methods would LEAST likely help Apex reduce expatriate costs?

A geocentric staffing policy seeks the best qualified people for key jobs throughout the organization, irrespective of their nationality.

All of the following would most likely improve the successful repatriation of expatriates EXCEPT ________.

Growing demand for expatriates stems from which of the following trends?

Which of the following is a drawback of the polycentric approach?

Traditionally, expatriates were ; today, HRM increasingly considers .

What are the current trends in expatriate allowances? What are the reasons for these changes?

Jeanette Thompson, a native Texan, is being sent by her company, Samsung of South Korea, to head up a new facility in Hong Kong.Jeanette would be considered a(n)________.

Globalization and International Business

The Cultural Environments Facing Business

The Political and Legal Environments Facing Business

The Economic Environments Facing Businesses

Globalization and Society

International Trade and Factor-Mobility Theory

Governmental Influence on Trade

Cross-National Cooperation and Agreements

Global Foreign-Exchange Markets

The Determination of Exchange Rates

Global Capital Markets

The Strategy of International Business

Country Evaluation and Selection

Export and Import

Direct Investment and Collaborative Strategies

The Organization of International Business

Marketing Globally

Global Manufacturing and Supply Chain Management

International Accounting and Finance Issues

Filters

Exam 20: International Human Resource Management

Historically, companies have not been particularly concerned with the challenge of repatriation in managing their international human resources.

Cost-of-living allowances given to an expatriate during his or her foreign assignment ________.

Mona, a native of India, is employed by IBM in the firm's facility in New Delhi.Mona is best described as a(n)________.

HRM refers to the range of activities that a company, whether solely domestic or thoroughly global, undertakes to ________.

Why is management of international human resources more difficult than directing human resources at the domestic level?

Which of the following is NOT an area in which expatriates experience repatriation frustration?

Historically, companies searching their ranks for potential expatriates looked first for individuals with the necessary language proficiency and then evaluated their technical competence.

________ are expat lifers who work an ongoing series of international assignments and often plan never to return to headquarters or even to their original home.

The three types of interpretative frameworks in international businesses are ________.

According to the text, which of the following is the most important competency in the expatriate selection process?

Fundamentally, the task of HRM is putting the right person into the right job in the right place at the right time for the right salary.

A(n)________ staffing policy framework assumes that the practices and procedures that work at headquarters will work in foreign operations; as such, executive slots are filled by home-country nationals.

Apex Enterprises, an MNE based in the United States, is spending too much money on expatriate assignments.Which of the following methods would LEAST likely help Apex reduce expatriate costs?

A geocentric staffing policy seeks the best qualified people for key jobs throughout the organization, irrespective of their nationality.

All of the following would most likely improve the successful repatriation of expatriates EXCEPT ________.

Growing demand for expatriates stems from which of the following trends?

Which of the following is a drawback of the polycentric approach?

Traditionally, expatriates were ________; today, HRM increasingly considers ________.

What are the current trends in expatriate allowances? What are the reasons for these changes?

Jeanette Thompson, a native Texan, is being sent by her company, Samsung of South Korea, to head up a new facility in Hong Kong.Jeanette would be considered a(n)________.

Globalization and International Business

The Cultural Environments Facing Business

The Political and Legal Environments Facing Business

The Economic Environments Facing Businesses

Globalization and Society

International Trade and Factor-Mobility Theory

Governmental Influence on Trade

Cross-National Cooperation and Agreements

Global Foreign-Exchange Markets

The Determination of Exchange Rates

Global Capital Markets

The Strategy of International Business

Country Evaluation and Selection

Export and Import

Direct Investment and Collaborative Strategies

The Organization of International Business

Marketing Globally

Global Manufacturing and Supply Chain Management

International Accounting and Finance Issues

Filters

Traditionally, expatriates were ; today, HRM increasingly considers .