Question 1

Which of the following is the most important quality that a recruiter should consider while hiring marketing personnel?

Accepted Answer

A)  They should have little cultural empathy as this might distract them from their main purpose. 
B)  When working in a foreign country, they must be capable of taking decisions that are not influenced by the habits of the market. 
C)  They should be able to represent a culturally superior image of their country and its products. 
D)  They should be hypersensitive to the behavioral variations in different countries. 
E)  They should possess a considerable breadth of knowledge of many subjects both on and off the job. 
A)  They should have little cultural empathy as this might distract them from their main purpose. 
B)  When working in a foreign country, they must be capable of taking decisions that are not influenced by the habits of the market. 
C)  They should be able to represent a culturally superior image of their country and its products. 
D)  They should be hypersensitive to the behavioral variations in different countries. 
E)  They should possess a considerable breadth of knowledge of many subjects both on and off the job.

Question 2

Which of the following is true of sales compensation practices across the globe?

Accepted Answer

A)  Most companies in Japan have adopted the U.S. system with its emphasis on commissions based on individual performance. 
B)  Government intervention in pay determination aimed at leveling pay scales, is gaining popularity in European countries. 
C)  Most multinational companies describe their sales compensation plans as global in nature. 
D)  The International Labor Organization plays a key role in determining compensation practices worldwide. 
E)  Most companies establish sales compensation practices locally either at the country or regional levels. 
A)  Most companies in Japan have adopted the U.S. system with its emphasis on commissions based on individual performance. 
B)  Government intervention in pay determination aimed at leveling pay scales, is gaining popularity in European countries. 
C)  Most multinational companies describe their sales compensation plans as global in nature. 
D)  The International Labor Organization plays a key role in determining compensation practices worldwide. 
E)  Most companies establish sales compensation practices locally either at the country or regional levels.

Question 3

Countries such as Germany allow for greater use of expatriates in international sales forces. Which of the following is most likely to be the reason for this?

Accepted Answer

A)  Germany is a member of the World Trade Organization. 
B)  Germany is a relationship-oriented culture. 
C)  The German language is easy to master. 
D)  Germany is an information-oriented culture. 
E)  Germany is a member of the European Union. 
A)  Germany is a member of the World Trade Organization. 
B)  Germany is a relationship-oriented culture. 
C)  The German language is easy to master. 
D)  Germany is an information-oriented culture. 
E)  Germany is a member of the European Union.

Question 4

Only a limited number of American high-caliber sales personnel are willing to live abroad for extended periods of time as expatriates.

Accepted Answer

A) True 
 B)False

Question 5

Which of the following is a disadvantage of teams managed by virtual expatriates?

Accepted Answer

A)  It is difficult to build a close contact with subordinates and customers. 
B)  The cost involved in an actual executive move is excessive. 
C)  The risk of losing visibility at corporate headquarters is very high. 
D)  Virtual expatriates lack the understanding of how home-office politics influence decisions. 
E)  The personnel at the headquarters tend to ignore the advice of the virtual expatriates. 
A)  It is difficult to build a close contact with subordinates and customers. 
B)  The cost involved in an actual executive move is excessive. 
C)  The risk of losing visibility at corporate headquarters is very high. 
D)  Virtual expatriates lack the understanding of how home-office politics influence decisions. 
E)  The personnel at the headquarters tend to ignore the advice of the virtual expatriates.

Question 6

In the context of designing compensation systems, the program element most often determined at the global level is:

Accepted Answer

A)  Program Design Principles 
B)  Pay Mix 
C)  Job Grades 
D)  Formula Mechanics 
E)  Performance Measures 
A)  Program Design Principles 
B)  Pay Mix 
C)  Job Grades 
D)  Formula Mechanics 
E)  Performance Measures

Question 7

An international salesperson must have a high level of flexibility when working in a foreign country or in the home country.

Accepted Answer

A) True 
 B)False

Question 8

In the context of recruiting sales and marketing personnel for an international sales force, there is a clear biased in favor of the locals. The reason for this is most likely that:

Accepted Answer

A)  they transcend both cultural and legal barriers. 
B)  they have greater technological expertise than expatriates. 
C)  they are more knowledgeable and experienced as compared to expatriates. 
D)  they have a better understanding of home-office politics. 
E)  they are less likely to accept bribes as compared to expatriates. 
A)  they transcend both cultural and legal barriers. 
B)  they have greater technological expertise than expatriates. 
C)  they are more knowledgeable and experienced as compared to expatriates. 
D)  they have a better understanding of home-office politics. 
E)  they are less likely to accept bribes as compared to expatriates.

Question 9

Which of the following is true of an expatriate sales force?

Accepted Answer

A)  In relationship-based cultures, an expatriate sales force proves to be most efficient. 
B)  An expatriate sales force is unsuitable when a company wants to sell high-technology products. 
C)  An expatriate sales force is found to be lacking in knowledge regarding the product line of the company. 
D)  Information-oriented cultures do not respond favorably to an expatriate sales force. 
E)  When selling requires an extensive background of information, an expatriate sales force is the best choice. 
A)  In relationship-based cultures, an expatriate sales force proves to be most efficient. 
B)  An expatriate sales force is unsuitable when a company wants to sell high-technology products. 
C)  An expatriate sales force is found to be lacking in knowledge regarding the product line of the company. 
D)  Information-oriented cultures do not respond favorably to an expatriate sales force. 
E)  When selling requires an extensive background of information, an expatriate sales force is the best choice.

Question 10

In the context of motivating sales personnel, differences in languages and culture can make mutual understanding between foreign managers and sales representatives difficult.

Accepted Answer

A) True 
 B)False

Question 11

In relationship-oriented cultures such as France, Mexico, and Japan, sales representatives:

Accepted Answer

A)  are available only during the peak hiring season. 
B)  tend to be on the bottom rung of the social ladder. 
C)  are better paid than their U.S. counterparts. 
D)  lack proper knowledge of their culture. 
E)  are respected and held in high esteem. 
A)  are available only during the peak hiring season. 
B)  tend to be on the bottom rung of the social ladder. 
C)  are better paid than their U.S. counterparts. 
D)  lack proper knowledge of their culture. 
E)  are respected and held in high esteem.

Question 12

Discuss how compensation plans of American companies vary substantially around the globe.

Accepted Answer

Compensation plans of American companies

Question 13

Expatriates working in high-tax countries prefer direct income instead of fringe benefits as part of their compensation package.

Accepted Answer

A) True 
 B)False

Question 14

_____ are expatriates from their own countries working for a foreign company in another country.

Accepted Answer

A)  Long-term virtual expatriates 
B)  Native salespeople 
C)  Third-country nationals 
D)  Short-term virtual expatriates 
E)  Local nationals 
A)  Long-term virtual expatriates 
B)  Native salespeople 
C)  Third-country nationals 
D)  Short-term virtual expatriates 
E)  Local nationals

Question 15

What should be the nature of a training program for international marketing personnel?

Accepted Answer

The nature of a training program depends

Question 16

In the context of motivating sales personnel, expatriate managers fear that they will lose opportunities for promotion because they will be forgotten by the home office.

Accepted Answer

A) True 
 B)False

Question 17

The difference between professional expatriates and virtual expatriates is that:

Accepted Answer

A)  professional expatriates can avoid misunderstandings that arise from cross-cultural communications. 
B)  for virtual expatriates, building a close contact with customers is much easier. 
C)  professional expatriates do not incur any extra expense to the company. 
D)  for virtual expatriates, establishing a good working relationship with subordinates is much easier. 
E)  virtual expatriates work from their home branch and do not relocate to the assignment country. 
A)  professional expatriates can avoid misunderstandings that arise from cross-cultural communications. 
B)  for virtual expatriates, building a close contact with customers is much easier. 
C)  professional expatriates do not incur any extra expense to the company. 
D)  for virtual expatriates, establishing a good working relationship with subordinates is much easier. 
E)  virtual expatriates work from their home branch and do not relocate to the assignment country.

Question 18

Which of the following is true of virtual expatriates?

Accepted Answer

A)  They stay in hotels, make long visits to the foreign country to which they have been assigned, and maintain their families at home. 
B)  They are expatriates working in a foreign country for a short period of a year. 
C)  They are expatriates from their own countries working for a foreign company in a third country. 
D)  They are essentially professional expatriates, working abroad in country after country. 
E)  They are usually more knowledgeable about the foreign country's business structure and systems. 
A)  They stay in hotels, make long visits to the foreign country to which they have been assigned, and maintain their families at home. 
B)  They are expatriates working in a foreign country for a short period of a year. 
C)  They are expatriates from their own countries working for a foreign company in a third country. 
D)  They are essentially professional expatriates, working abroad in country after country. 
E)  They are usually more knowledgeable about the foreign country's business structure and systems.

Question 19

Which of the following is a trait of a person with good cultural skills?

Accepted Answer

A)  They have a clear set of principles and do not tolerate ambiguity. 
B)  They are proud of their culture and practice cultural chauvinism. 
C)  They monitor the behavior of their employees and remain judgmental. 
D)  They convey a sincere interest in people and their culture. 
E)  They do not allow their culture and values to influence one's judgment. 
A)  They have a clear set of principles and do not tolerate ambiguity. 
B)  They are proud of their culture and practice cultural chauvinism. 
C)  They monitor the behavior of their employees and remain judgmental. 
D)  They convey a sincere interest in people and their culture. 
E)  They do not allow their culture and values to influence one's judgment.

Question 20

Why do American companies favor third-country nationals from other English-speaking countries for overseas assignments?

Accepted Answer

The internationalization of business has

Which of the following is the most important quality that a recruiter should consider while hiring marketing personnel?

Which of the following is true of sales compensation practices across the globe?

Countries such as Germany allow for greater use of expatriates in international sales forces. Which of the following is most likely to be the reason for this?

Only a limited number of American high-caliber sales personnel are willing to live abroad for extended periods of time as expatriates.

Which of the following is a disadvantage of teams managed by virtual expatriates?

In the context of designing compensation systems, the program element most often determined at the global level is:

An international salesperson must have a high level of flexibility when working in a foreign country or in the home country.

In the context of recruiting sales and marketing personnel for an international sales force, there is a clear biased in favor of the locals. The reason for this is most likely that:

Which of the following is true of an expatriate sales force?

In the context of motivating sales personnel, differences in languages and culture can make mutual understanding between foreign managers and sales representatives difficult.

In relationship-oriented cultures such as France, Mexico, and Japan, sales representatives:

Discuss how compensation plans of American companies vary substantially around the globe.

Expatriates working in high-tax countries prefer direct income instead of fringe benefits as part of their compensation package.

_____ are expatriates from their own countries working for a foreign company in another country.

What should be the nature of a training program for international marketing personnel?

In the context of motivating sales personnel, expatriate managers fear that they will lose opportunities for promotion because they will be forgotten by the home office.

The difference between professional expatriates and virtual expatriates is that:

Which of the following is true of virtual expatriates?

Which of the following is a trait of a person with good cultural skills?

Why do American companies favor third-country nationals from other English-speaking countries for overseas assignments?

The Scope and Challenge of International Marketing

The Dynamic Environment of International Trade

History and Geography: The Foundations of Culture

Cultural Dynamics in Assessing Global Markets

Culture, Management Style, and Business Systems

The Political Environment: a Critical Concern

The International Legal Environment: Playing by the Rules

Developing a Global Vision Through Marketing Research

Economic Development and the Americas

Europe, Africa, and the Middle East

Asia Pacific Region

Global Marketing Management: Planning and Organization

Products and Services for Consumers

Products and Services for Businesses

International Marketing Channels

Integrated Marketing Communications and International Advertising

Pricing for International Markets

Negotiating With International Customers, Partners, and Regulators

Filters

Exam 17: Personal Selling and Sales Management

Which of the following is the most important quality that a recruiter should consider while hiring marketing personnel?

Which of the following is true of sales compensation practices across the globe?

Countries such as Germany allow for greater use of expatriates in international sales forces. Which of the following is most likely to be the reason for this?

Only a limited number of American high-caliber sales personnel are willing to live abroad for extended periods of time as expatriates.

Which of the following is a disadvantage of teams managed by virtual expatriates?

In the context of designing compensation systems, the program element most often determined at the global level is:

An international salesperson must have a high level of flexibility when working in a foreign country or in the home country.

In the context of recruiting sales and marketing personnel for an international sales force, there is a clear biased in favor of the locals. The reason for this is most likely that:

Which of the following is true of an expatriate sales force?

In the context of motivating sales personnel, differences in languages and culture can make mutual understanding between foreign managers and sales representatives difficult.

In relationship-oriented cultures such as France, Mexico, and Japan, sales representatives:

Discuss how compensation plans of American companies vary substantially around the globe.

Expatriates working in high-tax countries prefer direct income instead of fringe benefits as part of their compensation package.

_____ are expatriates from their own countries working for a foreign company in another country.

What should be the nature of a training program for international marketing personnel?

In the context of motivating sales personnel, expatriate managers fear that they will lose opportunities for promotion because they will be forgotten by the home office.

The difference between professional expatriates and virtual expatriates is that:

Which of the following is true of virtual expatriates?

Which of the following is a trait of a person with good cultural skills?

Why do American companies favor third-country nationals from other English-speaking countries for overseas assignments?

The Scope and Challenge of International Marketing

The Dynamic Environment of International Trade

History and Geography: The Foundations of Culture

Cultural Dynamics in Assessing Global Markets

Culture, Management Style, and Business Systems

The Political Environment: a Critical Concern

The International Legal Environment: Playing by the Rules

Developing a Global Vision Through Marketing Research

Economic Development and the Americas

Europe, Africa, and the Middle East

Asia Pacific Region

Global Marketing Management: Planning and Organization

Products and Services for Consumers

Products and Services for Businesses

International Marketing Channels

Integrated Marketing Communications and International Advertising

Pricing for International Markets

Negotiating With International Customers, Partners, and Regulators

Filters