Question 1

The culture adjustment process in an international assignment can be characterized by:

Accepted Answer

A)  An "S" shaped curve 
B)  A "U" shaped curve 
C)  Cultural shock 
D)  Matrix relationships 
A)  An "S" shaped curve 
B)  A "U" shaped curve 
C)  Cultural shock 
D)  Matrix relationships B

Question 2

"Extended international assignments" are defined as assignments:

Accepted Answer

A)  Up to 3 months 
B)  Up to 1 year 
C)  1 to 5 years 
D)  Over 5 years 
A)  Up to 3 months 
B)  Up to 1 year 
C)  1 to 5 years 
D)  Over 5 years B

Question 3

Frequent trips to the host country are necessary in a virtual non-standard assignment.

Accepted Answer

A) True 
 B)False  True

Question 4

"Bumble Bee" is a description of an expatriate role as:

Accepted Answer

A)  Agent of direct control 
B)  Network builders 
C)  Transferor of corporate values 
D)  Boundary spanners 
A)  Agent of direct control 
B)  Network builders 
C)  Transferor of corporate values 
D)  Boundary spanners

Question 5

Hiring host country nationals for a multinational enterprise have the following advantages EXCEPT:

Accepted Answer

A)  Language and other barriers are eliminated 
B)  Government policy may dictate hiring of HCN 
C)  Hiring cost are reduced 
D)  Organizational control and coordination is maintained and facilitated 
A)  Language and other barriers are eliminated 
B)  Government policy may dictate hiring of HCN 
C)  Hiring cost are reduced 
D)  Organizational control and coordination is maintained and facilitated

Question 6

Upon comparing the compensation packages of PCN and HCN employees,given an ethnocentric approach of staffing,there are little to no differences found in the pay for the two groups.

Accepted Answer

A) True 
 B)False

Question 7

Non-expatriates experience fewer stressors than expatriates as they are not responsible for duties at the home office while on international assignments.

Accepted Answer

A) True 
 B)False

Question 8

Polycentric approaches to international staffing:

Accepted Answer

A)  Uses the "assignment as control" approach to reduce perceived high risk 
B)  Uses HCNs to manage subsidiaries and they are often promoted to headquarters 
C)  Can be expensive to implement 
D)  Has very few divisions in the HR staffing department 
A)  Uses the "assignment as control" approach to reduce perceived high risk 
B)  Uses HCNs to manage subsidiaries and they are often promoted to headquarters 
C)  Can be expensive to implement 
D)  Has very few divisions in the HR staffing department

Question 9

What are several factors in an expatriate selection process which are absent in the selection of a regular,domestic management position?

Accepted Answer

Several factors in an expatria

Question 10

According to the text,common corporate language in MNEs is developed to :

Accepted Answer

A)  Expand the use of English 
B)  Use language as a way of standardizing reporting systems 
C)  Match the language of the home country 
D)  Provide an interpreter if managers are not fluent in the common language 
A)  Expand the use of English 
B)  Use language as a way of standardizing reporting systems 
C)  Match the language of the home country 
D)  Provide an interpreter if managers are not fluent in the common language

Question 11

Most expatriates are recruited externally.

Accepted Answer

A) True 
 B)False

Question 12

There are three key organizational reasons for international assignments.What are these three reasons?

Accepted Answer

The three key organizational r

Question 13

Employees on oil rigs would usually be classified as which non-standard assignment?

Accepted Answer

A)  Contractual assignment 
B)  Commuter assignment 
C)  Rotational assignment 
D)  Virtual assignment 
A)  Contractual assignment 
B)  Commuter assignment 
C)  Rotational assignment 
D)  Virtual assignment

Question 14

Key organizational reasons for international staffing assignment include all of the following EXCEPT:

Accepted Answer

A)  Culture exchange 
B)  Position filling 
C)  Management development 
D)  Organization development 
A)  Culture exchange 
B)  Position filling 
C)  Management development 
D)  Organization development

Question 15

Discuss the six roles of an expatriate.

Accepted Answer

The six roles of an expatriate are: as a

Question 16

A short term international assignment is defined as anything up to 1 year.

Accepted Answer

A) True 
 B)False

Question 17

What are some advantages and disadvantages of the ethnocentric approach to staffing the MNE?

Accepted Answer

Advantages:
·A perceived lack of qualifi

Question 18

The U-curve is based on psychological reactions to a cultural adjustment of an international assignment.

Accepted Answer

A) True 
 B)False

Question 19

The term expatriate failure has been defined as the premature return of an expatriate before the period of assignment is completed.

Accepted Answer

A) True 
 B)False

Question 20

A family friendly policy to encourage placement of an expatriate which is logical but not always acceptable to multinationals is:

Accepted Answer

A)  Inner-company network 
B)  Job hunting assistance 
C)  Intra-company employment 
D)  Post assignment career support 
A)  Inner-company network 
B)  Job hunting assistance 
C)  Intra-company employment 
D)  Post assignment career support

The culture adjustment process in an international assignment can be characterized by:

"Extended international assignments" are defined as assignments:

Frequent trips to the host country are necessary in a virtual non-standard assignment.

"Bumble Bee" is a description of an expatriate role as:

Hiring host country nationals for a multinational enterprise have the following advantages EXCEPT:

Upon comparing the compensation packages of PCN and HCN employees,given an ethnocentric approach of staffing,there are little to no differences found in the pay for the two groups.

Non-expatriates experience fewer stressors than expatriates as they are not responsible for duties at the home office while on international assignments.

Polycentric approaches to international staffing:

What are several factors in an expatriate selection process which are absent in the selection of a regular,domestic management position?

According to the text,common corporate language in MNEs is developed to :

Most expatriates are recruited externally.

There are three key organizational reasons for international assignments.What are these three reasons?

Employees on oil rigs would usually be classified as which non-standard assignment?

Key organizational reasons for international staffing assignment include all of the following EXCEPT:

Discuss the six roles of an expatriate.

A short term international assignment is defined as anything up to 1 year.

What are some advantages and disadvantages of the ethnocentric approach to staffing the MNE?

The U-curve is based on psychological reactions to a cultural adjustment of an international assignment.

The term expatriate failure has been defined as the premature return of an expatriate before the period of assignment is completed.

A family friendly policy to encourage placement of an expatriate which is logical but not always acceptable to multinationals is:

Introduction

The Cultural Context of IHRM

The Organizational Context

IHRM in Cross-Border Mergers & Acquisitions, International Alliances and SMEs

International Performance Management

International Training,Development and Careers

International Compensation

International Industrial Relations and The Global Institutional Context

IHRM Trends and Future Challenges

Filters

Exam 5: Sourcing Human Resources for Global Markets – Staffing, Recruitment and Selection

The culture adjustment process in an international assignment can be characterized by:

"Extended international assignments" are defined as assignments:

Frequent trips to the host country are necessary in a virtual non-standard assignment.

"Bumble Bee" is a description of an expatriate role as:

Hiring host country nationals for a multinational enterprise have the following advantages EXCEPT:

Upon comparing the compensation packages of PCN and HCN employees,given an ethnocentric approach of staffing,there are little to no differences found in the pay for the two groups.

Non-expatriates experience fewer stressors than expatriates as they are not responsible for duties at the home office while on international assignments.

Polycentric approaches to international staffing:

What are several factors in an expatriate selection process which are absent in the selection of a regular,domestic management position?

According to the text,common corporate language in MNEs is developed to :

Most expatriates are recruited externally.

There are three key organizational reasons for international assignments.What are these three reasons?

Employees on oil rigs would usually be classified as which non-standard assignment?

Key organizational reasons for international staffing assignment include all of the following EXCEPT:

Discuss the six roles of an expatriate.

A short term international assignment is defined as anything up to 1 year.

What are some advantages and disadvantages of the ethnocentric approach to staffing the MNE?

The U-curve is based on psychological reactions to a cultural adjustment of an international assignment.

The term expatriate failure has been defined as the premature return of an expatriate before the period of assignment is completed.

A family friendly policy to encourage placement of an expatriate which is logical but not always acceptable to multinationals is:

Introduction

The Cultural Context of IHRM

The Organizational Context

IHRM in Cross-Border Mergers & Acquisitions, International Alliances and SMEs

International Performance Management

International Training,Development and Careers

International Compensation

International Industrial Relations and The Global Institutional Context

IHRM Trends and Future Challenges

Filters