Question 1

Employees with high uncertainty avoidance characteristics:

Accepted Answer

A)  prefer structure, stability, rules, and clarity. 
B)  define gender roles in more traditional and stereotypical ways. 
C)  give high importance to wealth acquisition. 
D)  all of the above. 
A)  prefer structure, stability, rules, and clarity. 
B)  define gender roles in more traditional and stereotypical ways. 
C)  give high importance to wealth acquisition. 
D)  all of the above. A

Question 2

Which of the following is NOT a characteristic of cultures that emphasize individualism?

Accepted Answer

A)  Very loosely knit social networks 
B)  High importance for face-saving 
C)  Considerable importance toward self-respect 
D)  Strong emphasis on personal rewards 
A)  Very loosely knit social networks 
B)  High importance for face-saving 
C)  Considerable importance toward self-respect 
D)  Strong emphasis on personal rewards B

Question 3

Ethnocentrism means that people are predisposed to believe that their race is inferior to others.

Accepted Answer

A) True 
 B)False  False

Question 4

Which of the following statements holds true for the community role of expatriate managers?

Accepted Answer

A)  They should avoid establishing an image that they are callous to local culture or have desires to change it. 
B)  They face minimal risk of misinterpreting the community's value structure. 
C)  They need to realize that host nation's traditional practices are to be used exclusively. 
D)  All of the above. 
A)  They should avoid establishing an image that they are callous to local culture or have desires to change it. 
B)  They face minimal risk of misinterpreting the community's value structure. 
C)  They need to realize that host nation's traditional practices are to be used exclusively. 
D)  All of the above.

Question 5

In some nations,employee layoffs are restricted by law.

Accepted Answer

A) True 
 B)False

Question 6

_____ occurs when people are predisposed to believe their homeland conditions are the best,and this thought interferes with their understanding of human behavior in other cultures and obtaining productivity from local employees.

Accepted Answer

A)  Ethnocentrism 
B)  Parochialism 
C)  Cultural shock 
D)  Cultural distance 
A)  Ethnocentrism 
B)  Parochialism 
C)  Cultural shock 
D)  Cultural distance

Question 7

Transcultural employees are frequently fluent in more than one language.

Accepted Answer

A) True 
 B)False

Question 8

Employees who are low in ethnocentrism and other possibly troublesome characteristics can be given priority for selection for international assignments.

Accepted Answer

A) True 
 B)False

Question 9

_____ refers to the belief that strong and legitimate decision-making rights separate managers and employees.

Accepted Answer

A)  Power distance 
B)  Uncertainty avoidance 
C)  Parochialism 
D)  Ethnocentrism 
A)  Power distance 
B)  Uncertainty avoidance 
C)  Parochialism 
D)  Ethnocentrism

Question 10

Many organizations try to hasten adjustment to a host nation by encouraging employees to learn the local language.

Accepted Answer

A) True 
 B)False

Question 11

Cultures may vary along the dimensions of _____.

Accepted Answer

A)  language 
B)  social structure 
C)  morals 
D)  all of the above 
A)  language 
B)  social structure 
C)  morals 
D)  all of the above

Question 12

Explain briefly the reactions experienced by employees entering another country.

Accepted Answer

When employees (and their families)enter

Question 13

Cultural shock may result from encountering:

Accepted Answer

A)  a loss of responsibility. 
B)  different management philosophies. 
C)  similar language and lifestyle patterns in the other organization 
D)  changes in one's level of status in the organization. 
A)  a loss of responsibility. 
B)  different management philosophies. 
C)  similar language and lifestyle patterns in the other organization 
D)  changes in one's level of status in the organization.

Question 14

The lending of skilled people to a nation for training their local replacements may provide a lasting benefit to its development.

Accepted Answer

A) True 
 B)False

Question 15

The penalties for major offenses may vary dramatically from culture to culture,but minor offenses are treated similarly.

Accepted Answer

A) True 
 B)False

Question 16

Adjustment to new surroundings is easier if employees are sent to nations that are similar to their own.

Accepted Answer

A) True 
 B)False

Question 17

Power distance is frequently observed in Asian and South American countries.

Accepted Answer

A) True 
 B)False

Question 18

_____,when demonstrated consistently,will result in geocentric organizations that largely ignore a person's nationality while accenting employee ability in selection,assignment,and promotional decisions.

Accepted Answer

A)  Cultural contingency 
B)  Ethnocentrism 
C)  Parochialism 
D)  Cultural empathy 
A)  Cultural contingency 
B)  Ethnocentrism 
C)  Parochialism 
D)  Cultural empathy

Question 19

Cross-cultural reentry can be more difficult if a number of changes have occurred since departure.

Accepted Answer

A) True 
 B)False

Question 20

What is the definition of cultural distance?

Accepted Answer

Cultural distance is the amount of diffe

Employees with high uncertainty avoidance characteristics:

Which of the following is NOT a characteristic of cultures that emphasize individualism?

Ethnocentrism means that people are predisposed to believe that their race is inferior to others.

Which of the following statements holds true for the community role of expatriate managers?

In some nations,employee layoffs are restricted by law.

_____ occurs when people are predisposed to believe their homeland conditions are the best,and this thought interferes with their understanding of human behavior in other cultures and obtaining productivity from local employees.

Transcultural employees are frequently fluent in more than one language.

Employees who are low in ethnocentrism and other possibly troublesome characteristics can be given priority for selection for international assignments.

_____ refers to the belief that strong and legitimate decision-making rights separate managers and employees.

Many organizations try to hasten adjustment to a host nation by encouraging employees to learn the local language.

Cultures may vary along the dimensions of _____.

Explain briefly the reactions experienced by employees entering another country.

Cultural shock may result from encountering:

The lending of skilled people to a nation for training their local replacements may provide a lasting benefit to its development.

The penalties for major offenses may vary dramatically from culture to culture,but minor offenses are treated similarly.

Adjustment to new surroundings is easier if employees are sent to nations that are similar to their own.

Power distance is frequently observed in Asian and South American countries.

_____,when demonstrated consistently,will result in geocentric organizations that largely ignore a person's nationality while accenting employee ability in selection,assignment,and promotional decisions.

Cross-cultural reentry can be more difficult if a number of changes have occurred since departure.

What is the definition of cultural distance?

The Dynamics of People and Organizations

Models of Organizational Behavior

Managing Communications

Social Systems and Organizational Culture

Motivation

Appraising and Rewarding Performance

Leadership

Empowerment and Participation

Employee Attitudes and Their Effects

Issues Between Organizations and Individuals

Conflict, Power, and Organizational Politics

Informal and Formal Groups

Teams and Team Building

Managing Change

Stress and Counseling

Filters

Exam 16: Organizational Behavior Across Cultures

Employees with high uncertainty avoidance characteristics:

Which of the following is NOT a characteristic of cultures that emphasize individualism?

Ethnocentrism means that people are predisposed to believe that their race is inferior to others.

Which of the following statements holds true for the community role of expatriate managers?

In some nations,employee layoffs are restricted by law.

_____ occurs when people are predisposed to believe their homeland conditions are the best,and this thought interferes with their understanding of human behavior in other cultures and obtaining productivity from local employees.

Transcultural employees are frequently fluent in more than one language.

Employees who are low in ethnocentrism and other possibly troublesome characteristics can be given priority for selection for international assignments.

_____ refers to the belief that strong and legitimate decision-making rights separate managers and employees.

Many organizations try to hasten adjustment to a host nation by encouraging employees to learn the local language.

Cultures may vary along the dimensions of _____.

Explain briefly the reactions experienced by employees entering another country.

Cultural shock may result from encountering:

The lending of skilled people to a nation for training their local replacements may provide a lasting benefit to its development.

The penalties for major offenses may vary dramatically from culture to culture,but minor offenses are treated similarly.

Adjustment to new surroundings is easier if employees are sent to nations that are similar to their own.

Power distance is frequently observed in Asian and South American countries.

_____,when demonstrated consistently,will result in geocentric organizations that largely ignore a person's nationality while accenting employee ability in selection,assignment,and promotional decisions.

Cross-cultural reentry can be more difficult if a number of changes have occurred since departure.

What is the definition of cultural distance?

The Dynamics of People and Organizations

Models of Organizational Behavior

Managing Communications

Social Systems and Organizational Culture

Motivation

Appraising and Rewarding Performance

Leadership

Empowerment and Participation

Employee Attitudes and Their Effects

Issues Between Organizations and Individuals

Conflict, Power, and Organizational Politics

Informal and Formal Groups

Teams and Team Building

Managing Change

Stress and Counseling

Filters