Question 1

Traditionally,multinational corporations (MNCs)relied on only one important selection criterion for overseas assignments:

Accepted Answer

A)  training. 
B)  technical competence. 
C)  previous experience. 
D)  education. 
A)  training. 
B)  technical competence. 
C)  previous experience. 
D)  education.

Question 2

"Learning organizations" continually focus on activities such as _____.

Accepted Answer

A)  planning and development 
B)  organizing and controlling 
C)  training and development 
D)  planning and organizing 
A)  planning and development 
B)  organizing and controlling 
C)  training and development 
D)  planning and organizing

Question 3

Factors used to choose personnel for international assignments are referred to as _____.

Accepted Answer

A)  global placement criteria 
B)  international selection criteria 
C)  global selection heuristics 
D)  international recruitment and selection heuristics 
A)  global placement criteria 
B)  international selection criteria 
C)  global selection heuristics 
D)  international recruitment and selection heuristics

Question 4

Host-country nationals are local managers who are hired by a multinational corporation (MNC).

Accepted Answer

A) True 
 B)False

Question 5

The four basic philosophical positions that multinationals can assume and influence a company's training program are:

Accepted Answer

A)  polycentric, geocentric, multicentric, and ultracentric positions. 
B)  ethnocentric, globalcentric, regiocentric, and unicentric positions. 
C)  multicentric, globalcentric, geocentric, and unicentric positions. 
D)  ethnocentric, polycentric, regiocentric, and geocentric positions. 
A)  polycentric, geocentric, multicentric, and ultracentric positions. 
B)  ethnocentric, globalcentric, regiocentric, and unicentric positions. 
C)  multicentric, globalcentric, geocentric, and unicentric positions. 
D)  ethnocentric, polycentric, regiocentric, and geocentric positions.

Question 6

An approach to developing an expatriate compensation package that involves giving the expat a predetermined amount of money and letting the individual make his/her own decisions regarding how to spend it is referred to as localization.

Accepted Answer

A) True 
 B)False

Question 7

Luthans and Youssef postulated that in order for an organization to be the most efficient and innovative,it must have positive traits,states,and systems in order to promote positive behavior.

Accepted Answer

A) True 
 B)False

Question 8

All of the following are correct with regard to the impact of age,experience,and education on expatriate managers except:

Accepted Answer

A)  there is universal agreement that degrees in marketing or engineering are the most desirable for expatriate managers. 
B)  most multinational corporations (MNCs) strive for a balance between age and experience. 
C)  many companies consider an academic degree, preferably a graduate degree, to be of critical importance to an international executive. 
D)  there is evidence that younger managers are more eager for international assignments than older managers. 
A)  there is universal agreement that degrees in marketing or engineering are the most desirable for expatriate managers. 
B)  most multinational corporations (MNCs) strive for a balance between age and experience. 
C)  many companies consider an academic degree, preferably a graduate degree, to be of critical importance to an international executive. 
D)  there is evidence that younger managers are more eager for international assignments than older managers.

Question 9

A number of thorny issues surround compensation for expatriates,including all of the following except:

Accepted Answer

A)  whether third-country benefits programs should be available to local nationals. 
B)  whether the home or host country is responsible for the expatriates' social security benefits. 
C)  whether benefits should be subject to the requirements of the home or host country. 
D)  which country should pay for benefits? 
A)  whether third-country benefits programs should be available to local nationals. 
B)  whether the home or host country is responsible for the expatriates' social security benefits. 
C)  whether benefits should be subject to the requirements of the home or host country. 
D)  which country should pay for benefits?

Question 10

An approach to developing an expatriate compensation package that involves giving the expat a predetermined amount of money and letting the individual make his/her own decisions regarding how to spend it is referred to as the _____.

Accepted Answer

A)  localization approach 
B)  cafeteria approach 
C)  lump-sum method 
D)  balance-sheet approach 
A)  localization approach 
B)  cafeteria approach 
C)  lump-sum method 
D)  balance-sheet approach

Question 11

Strategies used to help smooth the adjustment from an overseas to a stateside assignment are referred to as _____.

Accepted Answer

A)  readjustment strategies 
B)  transition strategies 
C)  changeover strategies 
D)  progression strategies 
A)  readjustment strategies 
B)  transition strategies 
C)  changeover strategies 
D)  progression strategies

Question 12

Which of the following multinational corporations (MNCs)places local nationals in key positions and allows these managers to appoint and develop their own people?

Accepted Answer

A)  Globalcentric multinational corporations (MNCs) 
B)  Polycentric multinational corporations (MNCs) 
C)  Regiocentric multinational corporations (MNCs) 
D)  Ethnocentric multinational corporations (MNCs) 
A)  Globalcentric multinational corporations (MNCs) 
B)  Polycentric multinational corporations (MNCs) 
C)  Regiocentric multinational corporations (MNCs) 
D)  Ethnocentric multinational corporations (MNCs)

Question 13

Which of the following statements is true about expatriates?

Accepted Answer

A)  Historically, multinational corporations (MNCs) have refrained from staffing key positions in their foreign affiliates with expatriates. 
B)  They are individuals from a host country who are assigned to work in the home country. 
C)  They are those who live and work outside their home country. 
D)  Multinational corporations (MNCs) find it advantageous to use expatriates because their salary and benefit package is less than that of host-country nationals. 
A)  Historically, multinational corporations (MNCs) have refrained from staffing key positions in their foreign affiliates with expatriates. 
B)  They are individuals from a host country who are assigned to work in the home country. 
C)  They are those who live and work outside their home country. 
D)  Multinational corporations (MNCs) find it advantageous to use expatriates because their salary and benefit package is less than that of host-country nationals.

Question 14

Repatriation agreements typically promise an expatriate a specific position and salary when he/she returns to the home office.

Accepted Answer

A) True 
 B)False

Question 15

Multinational corporations (MNCs)are increasingly using home-country nationals,given the costs,guaranteed returns,and decreasing availability of host-country and third-country nationals and expatriates.

Accepted Answer

A) True 
 B)False

Question 16

_____ training programs are created for the specific needs of the participants involved.

Accepted Answer

A)  Generic 
B)  Standardized 
C)  Tailor-made 
D)  Universal 
A)  Generic 
B)  Standardized 
C)  Tailor-made 
D)  Universal

Question 17

Identify a true statement about third-country national (TCN)managers.

Accepted Answer

A)  They frequently have a deep understanding of a corporation's policies from the perspective of a foreigner. 
B)  They are often incapable of achieving corporate objectives more effectively than expatriates or local nationals. 
C)  They are most effective when they are in charge of subsidiaries located in developing countries or those that relied on a local customer base. 
D)  They are often unable to offer different perspectives that can complement the narrowly focused viewpoints of both local nationals. 
A)  They frequently have a deep understanding of a corporation's policies from the perspective of a foreigner. 
B)  They are often incapable of achieving corporate objectives more effectively than expatriates or local nationals. 
C)  They are most effective when they are in charge of subsidiaries located in developing countries or those that relied on a local customer base. 
D)  They are often unable to offer different perspectives that can complement the narrowly focused viewpoints of both local nationals.

Question 18

Which of the following statements is true about home-country nationals?

Accepted Answer

A)  They are third-country nationals who are assigned to work in the home country. 
B)  They are expatriate managers who are citizens of the country where a multinational corporation (MN
C)  is headquartered. 
C)  They are managers who are citizens of countries other than the country in which the multinational corporation (MN
C)  is headquartered. 
D)  They are likely to be used by multinational corporations (MNCs) at the middle- and lower-level ranks. 
A)  They are third-country nationals who are assigned to work in the home country. 
B)  They are expatriate managers who are citizens of the country where a multinational corporation (MN
C)  is headquartered. 
C)  They are managers who are citizens of countries other than the country in which the multinational corporation (MN
C)  is headquartered. 
D)  They are likely to be used by multinational corporations (MNCs) at the middle- and lower-level ranks.

Question 19

Three-quarters of the companies surveyed in 2015 by Brookfield Global Relocation Services stated that they were facing increasing pressure to reduce the overall cost of their expatriate programs.

Accepted Answer

A) True 
 B)False

Question 20

Training programs are useful in preparing people for overseas assignments for many reasons.These reasons can be put into two general categories which are _____.

Accepted Answer

A)  organizational and personal 
B)  economic and philosophical 
C)  personal and impersonal 
D)  financial and psychological 
A)  organizational and personal 
B)  economic and philosophical 
C)  personal and impersonal 
D)  financial and psychological

Traditionally,multinational corporations (MNCs)relied on only one important selection criterion for overseas assignments:

"Learning organizations" continually focus on activities such as _____.

Factors used to choose personnel for international assignments are referred to as _____.

Host-country nationals are local managers who are hired by a multinational corporation (MNC).

The four basic philosophical positions that multinationals can assume and influence a company's training program are:

An approach to developing an expatriate compensation package that involves giving the expat a predetermined amount of money and letting the individual make his/her own decisions regarding how to spend it is referred to as localization.

Luthans and Youssef postulated that in order for an organization to be the most efficient and innovative,it must have positive traits,states,and systems in order to promote positive behavior.

All of the following are correct with regard to the impact of age,experience,and education on expatriate managers except:

A number of thorny issues surround compensation for expatriates,including all of the following except:

An approach to developing an expatriate compensation package that involves giving the expat a predetermined amount of money and letting the individual make his/her own decisions regarding how to spend it is referred to as the _____.

Strategies used to help smooth the adjustment from an overseas to a stateside assignment are referred to as _____.

Which of the following multinational corporations (MNCs)places local nationals in key positions and allows these managers to appoint and develop their own people?

Which of the following statements is true about expatriates?

Repatriation agreements typically promise an expatriate a specific position and salary when he/she returns to the home office.

Multinational corporations (MNCs)are increasingly using home-country nationals,given the costs,guaranteed returns,and decreasing availability of host-country and third-country nationals and expatriates.

_____ training programs are created for the specific needs of the participants involved.

Identify a true statement about third-country national (TCN)managers.

Which of the following statements is true about home-country nationals?

Three-quarters of the companies surveyed in 2015 by Brookfield Global Relocation Services stated that they were facing increasing pressure to reduce the overall cost of their expatriate programs.

Training programs are useful in preparing people for overseas assignments for many reasons.These reasons can be put into two general categories which are _____.

Globalization and International Linkages

The Political, Legal, and Technological Environment

Ethics, Social Responsibility, and Sustainability

The Meanings and Dimensions of Culture

Managing Across Cultures

Organizational Cultures and Diversity

Cross-Cultural Communication and Negotiation

Strategy Formulation and Implementation

Entry Strategies and Organizational Structures

Managing Political Risk, Government Relations, and Alliances

Management Decision and Control

Motivation Across Cultures

Leadership Across Cultures

Filters

Exam 14: Human Resource Selection and Development Across Cultures

Traditionally,multinational corporations (MNCs)relied on only one important selection criterion for overseas assignments:

"Learning organizations" continually focus on activities such as _____.

Factors used to choose personnel for international assignments are referred to as _____.

Host-country nationals are local managers who are hired by a multinational corporation (MNC).

The four basic philosophical positions that multinationals can assume and influence a company's training program are:

An approach to developing an expatriate compensation package that involves giving the expat a predetermined amount of money and letting the individual make his/her own decisions regarding how to spend it is referred to as localization.

Luthans and Youssef postulated that in order for an organization to be the most efficient and innovative,it must have positive traits,states,and systems in order to promote positive behavior.

All of the following are correct with regard to the impact of age,experience,and education on expatriate managers except:

A number of thorny issues surround compensation for expatriates,including all of the following except:

An approach to developing an expatriate compensation package that involves giving the expat a predetermined amount of money and letting the individual make his/her own decisions regarding how to spend it is referred to as the _____.

Strategies used to help smooth the adjustment from an overseas to a stateside assignment are referred to as _____.

Which of the following multinational corporations (MNCs)places local nationals in key positions and allows these managers to appoint and develop their own people?

Which of the following statements is true about expatriates?

Repatriation agreements typically promise an expatriate a specific position and salary when he/she returns to the home office.

Multinational corporations (MNCs)are increasingly using home-country nationals,given the costs,guaranteed returns,and decreasing availability of host-country and third-country nationals and expatriates.

_____ training programs are created for the specific needs of the participants involved.

Identify a true statement about third-country national (TCN)managers.

Which of the following statements is true about home-country nationals?

Three-quarters of the companies surveyed in 2015 by Brookfield Global Relocation Services stated that they were facing increasing pressure to reduce the overall cost of their expatriate programs.

Training programs are useful in preparing people for overseas assignments for many reasons.These reasons can be put into two general categories which are _____.

Globalization and International Linkages

The Political, Legal, and Technological Environment

Ethics, Social Responsibility, and Sustainability

The Meanings and Dimensions of Culture

Managing Across Cultures

Organizational Cultures and Diversity

Cross-Cultural Communication and Negotiation

Strategy Formulation and Implementation

Entry Strategies and Organizational Structures

Managing Political Risk, Government Relations, and Alliances

Management Decision and Control

Motivation Across Cultures

Leadership Across Cultures

Filters