Question 1

The repatriation of managers can be as complex as their initial overseas assignment.Repatriated managers are more likely to experience:

Accepted Answer

A)  poor planning about what to do with them when they return to the home country. 
B)  an exaggerated respect for their expertise due to the overseas assignment. 
C)  a significant increase in responsibilities that leads to failure. 
D)  intense competition for their assignments. 
A)  poor planning about what to do with them when they return to the home country. 
B)  an exaggerated respect for their expertise due to the overseas assignment. 
C)  a significant increase in responsibilities that leads to failure. 
D)  intense competition for their assignments.

Question 2

When General Electric chose to staff its Hungarian subsidiary with Hungarian nationals,it was using a(n)________ approach to management.

Accepted Answer

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

Question 3

While most expatriates experience some form of culture shock,few have difficulty readjusting to their home culture when they return from their assignment.

Accepted Answer

A) True 
 B)False

Question 4

Van Siclen and Company is a German firm that fills top management and other key positions with Germans.Van Siclen is most likely using a(n)________ approach to managing its international subsidiaries.

Accepted Answer

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

Question 5

Which of the following countries is NOT included in NAFTA?

Accepted Answer

A)  China 
B)  Canada 
C)  Mexico 
D)  United States 
A)  China 
B)  Canada 
C)  Mexico 
D)  United States

Question 6

Riya will soon repatriate to the United States after spending two years on assignment in Japan.Which of the following problems will Riya LEAST likely experience?

Accepted Answer

A)  Status reversal 
B)  Reverse culture shock 
C)  Lack of respect for acquired skills 
D)  Inability to earn similar compensation 
A)  Status reversal 
B)  Reverse culture shock 
C)  Lack of respect for acquired skills 
D)  Inability to earn similar compensation

Question 7

All of the following would most likely lower repatriation failure rates EXCEPT:

Accepted Answer

A)  assigning mentors to expatriates. 
B)  requiring repatriates to take sabbaticals upon return. 
C)  recognizing the contributions of the repatriated employees when they return. 
D)  helping the expatriates with advance career planning before they leave on assignment. 
A)  assigning mentors to expatriates. 
B)  requiring repatriates to take sabbaticals upon return. 
C)  recognizing the contributions of the repatriated employees when they return. 
D)  helping the expatriates with advance career planning before they leave on assignment.

Question 8

Which of the following best describes the current trend in international HR policies?

Accepted Answer

A)  Implementing a singular global policy in all local cultures 
B)  Adapting the host country's policies to the home country 
C)  Balancing global policies with local cultures 
D)  Developing local rather than global policies 
A)  Implementing a singular global policy in all local cultures 
B)  Adapting the host country's policies to the home country 
C)  Balancing global policies with local cultures 
D)  Developing local rather than global policies

Question 9

Additional Case 17.1
Hollar, Inc. is a U.S.-based, international car manufacturer with assembly facilities in 12 countries. Currently, expatriate managers and local national managers are hired and promoted according to the direction of the home office. Hollar has a strategic alliance with a large African ship building company in order to move into that market. Hollar recently purchased Tyro, a firm based in France that makes automobile components. Tyro's production facilities are located in France, but the firm has dealerships and customers throughout Europe.
Hollar plans to open a new plant in India within the next four years. Some of Hollar's top executives advocate using expatriates to oversee the construction of the new facility. Another group of Hollar executives assert that host-country nationals should manage the project.
-Refer to Additional Case 17.1.In which stage of internationalization is Hollar,Inc.?

Accepted Answer

A)  Stage 2 
B)  Stage 3 
C)  Stage 4 
D)  Stage 5 
A)  Stage 2 
B)  Stage 3 
C)  Stage 4 
D)  Stage 5

Question 10

The failure rate for American expatriates in their overseas assignments is:

Accepted Answer

A)  highest in European assignments. 
B)  lowest in Asian assignments. 
C)  half of what it is for Asian companies. 
D)  three to four times higher than for European companies. 
A)  highest in European assignments. 
B)  lowest in Asian assignments. 
C)  half of what it is for Asian companies. 
D)  three to four times higher than for European companies.

Question 11

It is best to use an expatriate when:

Accepted Answer

A)  the international and domestic units are highly independent. 
B)  the political situation is unstable. 
C)  there are minimal cultural differences between the host and home countries. 
D)  a shared corporate identity is not important. 
A)  the international and domestic units are highly independent. 
B)  the political situation is unstable. 
C)  there are minimal cultural differences between the host and home countries. 
D)  a shared corporate identity is not important.

Question 12

In international business,a foreign branch owned fully by the home office is referred to as a(n)________.

Accepted Answer

wholly-own

Question 13

All of the following are common problems faced by small and medium-size enterprises attempting to internationalize EXCEPT:

Accepted Answer

A)  inability to develop a product with global appeal. 
B)  lack of knowledge about foreign regulations. 
C)  inability to delegate control to expatriates. 
D)  lack of cross-cultural skills. 
A)  inability to develop a product with global appeal. 
B)  lack of knowledge about foreign regulations. 
C)  inability to delegate control to expatriates. 
D)  lack of cross-cultural skills.

Question 14

Which of the following has enabled more small firms to internationalize through exporting?

Accepted Answer

A)  Internet capabilities 
B)  Advanced HR practices 
C)  Fewer government restrictions 
D)  Stability of foreign currencies 
A)  Internet capabilities 
B)  Advanced HR practices 
C)  Fewer government restrictions 
D)  Stability of foreign currencies

Question 15

Which of the following is most important when planning compensation for expatriates?

Accepted Answer

A)  Providing a disposable income equal to that of repatriated managers 
B)  Offering stock options for the successful completion of the assignment 
C)  Basing salary and overtime rates on local pay and living standards 
D)  Granting cost-of-living adjustments to allow for price differences 
A)  Providing a disposable income equal to that of repatriated managers 
B)  Offering stock options for the successful completion of the assignment 
C)  Basing salary and overtime rates on local pay and living standards 
D)  Granting cost-of-living adjustments to allow for price differences

Question 16

Additional Case 17.1
Hollar, Inc. is a U.S.-based, international car manufacturer with assembly facilities in 12 countries. Currently, expatriate managers and local national managers are hired and promoted according to the direction of the home office. Hollar has a strategic alliance with a large African ship building company in order to move into that market. Hollar recently purchased Tyro, a firm based in France that makes automobile components. Tyro's production facilities are located in France, but the firm has dealerships and customers throughout Europe.
Hollar plans to open a new plant in India within the next four years. Some of Hollar's top executives advocate using expatriates to oversee the construction of the new facility. Another group of Hollar executives assert that host-country nationals should manage the project.
-Refer to Additional Case 17.1.Prior to being purchased by Hollar,Tyro was most likely in which stage of internationalization?

Accepted Answer

A)  Stage 1 
B)  Stage 2 
C)  Stage 3 
D)  Stage 4 
A)  Stage 1 
B)  Stage 2 
C)  Stage 3 
D)  Stage 4

Question 17

Premature returns from overseas assignments cost U.S.companies an estimated ________ a year in direct costs.

Accepted Answer

A)  $70 million 
B)  $1.3 million 
C)  $50 million 
D)  $6.1 billion 
A)  $70 million 
B)  $1.3 million 
C)  $50 million 
D)  $6.1 billion

Question 18

Decisions regarding the selection of expatriates should most likely be:

Accepted Answer

A)  made by a candidate's direct supervisor. 
B)  based upon the technical skill of the candidate. 
C)  handled by a selection board of repatriates. 
D)  based upon the candidate's personal interests. 
A)  made by a candidate's direct supervisor. 
B)  based upon the technical skill of the candidate. 
C)  handled by a selection board of repatriates. 
D)  based upon the candidate's personal interests.

Question 19

Surveys indicate that because of work-life conflicts,women are more likely than men to turn down expatriate assignments.

Accepted Answer

A) True 
 B)False

Question 20

Approximately ________ of repatriates leave the organization shortly after returning home.

Accepted Answer

A)  5-15% 
B)  20-40% 
C)  50-70% 
D)  75-85% 
A)  5-15% 
B)  20-40% 
C)  50-70% 
D)  75-85%

The repatriation of managers can be as complex as their initial overseas assignment.Repatriated managers are more likely to experience:

When General Electric chose to staff its Hungarian subsidiary with Hungarian nationals,it was using a(n)________ approach to management.

While most expatriates experience some form of culture shock,few have difficulty readjusting to their home culture when they return from their assignment.

Van Siclen and Company is a German firm that fills top management and other key positions with Germans.Van Siclen is most likely using a(n)________ approach to managing its international subsidiaries.

Which of the following countries is NOT included in NAFTA?

Riya will soon repatriate to the United States after spending two years on assignment in Japan.Which of the following problems will Riya LEAST likely experience?

All of the following would most likely lower repatriation failure rates EXCEPT:

Which of the following best describes the current trend in international HR policies?

The failure rate for American expatriates in their overseas assignments is:

It is best to use an expatriate when:

In international business,a foreign branch owned fully by the home office is referred to as a(n)________.

All of the following are common problems faced by small and medium-size enterprises attempting to internationalize EXCEPT:

Which of the following has enabled more small firms to internationalize through exporting?

Which of the following is most important when planning compensation for expatriates?

Premature returns from overseas assignments cost U.S.companies an estimated ________ a year in direct costs.

Decisions regarding the selection of expatriates should most likely be:

Surveys indicate that because of work-life conflicts,women are more likely than men to turn down expatriate assignments.

Approximately ________ of repatriates leave the organization shortly after returning home.

Meeting Present and Emerging Strategic Human Resource Challenges

Managing Work Flows and Conducting Job Analysis

Understanding Equal Opportunity and the Legal Environment

Managing Diversity

Recruiting and Selecting Employees

Managing Employee Separations, Downsizing, and Outplacement

Appraising and Managing Performance

Training the Workforce

Developing Careers

Managing Compensation

Rewarding Performance

Designing and Administering Benefits

Developing Employee Relations

Respecting Employee Rights and Managing Discipline

Working With Organized Labor

Managing Workplace Safety and Health

Filters

Exam 17: International HRM Challenge

The repatriation of managers can be as complex as their initial overseas assignment.Repatriated managers are more likely to experience:

When General Electric chose to staff its Hungarian subsidiary with Hungarian nationals,it was using a(n)________ approach to management.

While most expatriates experience some form of culture shock,few have difficulty readjusting to their home culture when they return from their assignment.

Van Siclen and Company is a German firm that fills top management and other key positions with Germans.Van Siclen is most likely using a(n)________ approach to managing its international subsidiaries.

Which of the following countries is NOT included in NAFTA?

Riya will soon repatriate to the United States after spending two years on assignment in Japan.Which of the following problems will Riya LEAST likely experience?

All of the following would most likely lower repatriation failure rates EXCEPT:

Which of the following best describes the current trend in international HR policies?

The failure rate for American expatriates in their overseas assignments is:

It is best to use an expatriate when:

In international business,a foreign branch owned fully by the home office is referred to as a(n)________.

All of the following are common problems faced by small and medium-size enterprises attempting to internationalize EXCEPT:

Which of the following has enabled more small firms to internationalize through exporting?

Which of the following is most important when planning compensation for expatriates?

Premature returns from overseas assignments cost U.S.companies an estimated ________ a year in direct costs.

Decisions regarding the selection of expatriates should most likely be:

Surveys indicate that because of work-life conflicts,women are more likely than men to turn down expatriate assignments.

Approximately ________ of repatriates leave the organization shortly after returning home.

Meeting Present and Emerging Strategic Human Resource Challenges

Managing Work Flows and Conducting Job Analysis

Understanding Equal Opportunity and the Legal Environment

Managing Diversity

Recruiting and Selecting Employees

Managing Employee Separations, Downsizing, and Outplacement

Appraising and Managing Performance

Training the Workforce

Developing Careers

Managing Compensation

Rewarding Performance

Designing and Administering Benefits

Developing Employee Relations

Respecting Employee Rights and Managing Discipline

Working With Organized Labor

Managing Workplace Safety and Health

Filters