Question 1

Organizations seem to have a lower rate of repatriate turnover when:

Accepted Answer

A)  A firm is downsizing 
B)  Bonuses are given upon reentry 
C)  An employee is married 
D)  Firm provides career development planning 
A)  A firm is downsizing 
B)  Bonuses are given upon reentry 
C)  An employee is married 
D)  Firm provides career development planning

Question 2

Repatriates working in a foreign location may have role conception and role behavior conflicts which are influenced by the cultural differences when they return home.

Accepted Answer

A) True 
 B)False

Question 3

A repatriate may experience re-entry shock to the home country and may require training.

Accepted Answer

A) True 
 B)False

Question 4

Preliminary visits to the host country:

Accepted Answer

A)  Encourages more informed pre-department preparations 
B)  Is a perk in the recruitment process 
C)  Is discouraged in European countries 
D)  Is too expensive to be considered 
A)  Encourages more informed pre-department preparations 
B)  Is a perk in the recruitment process 
C)  Is discouraged in European countries 
D)  Is too expensive to be considered

Question 5

A boundaryless careered person is committed to the multinational company and not one's own career.

Accepted Answer

A) True 
 B)False

Question 6

If an expected level of interaction with local host country employees is low and similarity between the parent and the host country is high,the length of cross culture training would be:

Accepted Answer

A)  Less than 1 week 
B)  2 weeks 
C)  4 weeks 
D)  3 months 
A)  Less than 1 week 
B)  2 weeks 
C)  4 weeks 
D)  3 months

Question 7

Presently,MNEs place little priority on providing pre-departure training for spouses and family.

Accepted Answer

A) True 
 B)False

Question 8

Employees accepting international assignments can have cultural shock entering a host country and a cultural shock returning to home organizations.

Accepted Answer

A) True 
 B)False

Question 9

Cost reduction or containment is an important driver in international assignment trends.

Accepted Answer

A) True 
 B)False

Question 10

International expertise is an outcome of

Accepted Answer

A)  Cross-cultural training 
B)  MNE sponsored universities 
C)  Practical assistance 
D)  International assignments 
A)  Cross-cultural training 
B)  MNE sponsored universities 
C)  Practical assistance 
D)  International assignments

Question 11

What is a main reason for multinationals to hire an "international itinerants?"

Accepted Answer

A)  Higher control of activities 
B)  Elimination of repatriation activities 
C)  Higher firm knowledge 
D)  Foreign country knowledge of customs 
A)  Higher control of activities 
B)  Elimination of repatriation activities 
C)  Higher firm knowledge 
D)  Foreign country knowledge of customs

Question 12

There is a continuing pressure from developing countries for:

Accepted Answer

A)  PCN transfers 
B)  Effective pre-departure training 
C)  Long term assignments 
D)  Localization of training and development initiatives 
A)  PCN transfers 
B)  Effective pre-departure training 
C)  Long term assignments 
D)  Localization of training and development initiatives

Question 13

When a repatriate returns to the home office what kind of challenges do they face? What kind of position awaits the returning employee?

Accepted Answer

The employment relationship may have cha

Question 14

A useful way for employees to gain a broader perspective of an MNE is:

Accepted Answer

A)  Matrix structures 
B)  Job rotations 
C)  Short-term assignments 
D)  Commuter 
A)  Matrix structures 
B)  Job rotations 
C)  Short-term assignments 
D)  Commuter

Question 15

Expatriates appearing to have greater job satisfaction during and after their international assignment had:

Accepted Answer

A)  Preliminary visits 
B)  Language classes 
C)  Integrated cross-cultural training 
D)  Higher compensation 
A)  Preliminary visits 
B)  Language classes 
C)  Integrated cross-cultural training 
D)  Higher compensation

Question 16

The components of a pre-departure training referred to as "practical assistance" :

Accepted Answer

A)  Provides information that assist in relocation 
B)  Provides money for transportation 
C)  Consist solely of language training 
D)  Is seldom provided to expatriates 
A)  Provides information that assist in relocation 
B)  Provides money for transportation 
C)  Consist solely of language training 
D)  Is seldom provided to expatriates

Question 17

An indication of how important training and development has become in multinationals is reflected in that they have:

Accepted Answer

A)  Established their own universities 
B)  Stolen employees from competitors 
C)  Required college degrees for all employees 
D)  Increased their training budgets even during periods of economic decline 
A)  Established their own universities 
B)  Stolen employees from competitors 
C)  Required college degrees for all employees 
D)  Increased their training budgets even during periods of economic decline

Question 18

Relocation specialist provides practical assistance to expatriates.

Accepted Answer

A) True 
 B)False

Question 19

The repatriate's new position usually devalues the overseas experiences.

Accepted Answer

A) True 
 B)False

Question 20

HCNs may not be regarded as "genuine" expatriates as they are not trained in the same manner.

Accepted Answer

A) True 
 B)False

Organizations seem to have a lower rate of repatriate turnover when:

Repatriates working in a foreign location may have role conception and role behavior conflicts which are influenced by the cultural differences when they return home.

A repatriate may experience re-entry shock to the home country and may require training.

Preliminary visits to the host country:

A boundaryless careered person is committed to the multinational company and not one's own career.

If an expected level of interaction with local host country employees is low and similarity between the parent and the host country is high,the length of cross culture training would be:

Presently,MNEs place little priority on providing pre-departure training for spouses and family.

Employees accepting international assignments can have cultural shock entering a host country and a cultural shock returning to home organizations.

Cost reduction or containment is an important driver in international assignment trends.

International expertise is an outcome of

What is a main reason for multinationals to hire an "international itinerants?"

There is a continuing pressure from developing countries for:

When a repatriate returns to the home office what kind of challenges do they face? What kind of position awaits the returning employee?

A useful way for employees to gain a broader perspective of an MNE is:

Expatriates appearing to have greater job satisfaction during and after their international assignment had:

The components of a pre-departure training referred to as "practical assistance" :

An indication of how important training and development has become in multinationals is reflected in that they have:

Relocation specialist provides practical assistance to expatriates.

The repatriate's new position usually devalues the overseas experiences.

HCNs may not be regarded as "genuine" expatriates as they are not trained in the same manner.

Introduction

The Cultural Context of IHRM

The Organizational Context

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

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

International Performance Management

International Compensation

International Industrial Relations and The Global Institutional Context

IHRM Trends and Future Challenges

Filters

Exam 7: International Training,Development and Careers

Organizations seem to have a lower rate of repatriate turnover when:

Repatriates working in a foreign location may have role conception and role behavior conflicts which are influenced by the cultural differences when they return home.

A repatriate may experience re-entry shock to the home country and may require training.

Preliminary visits to the host country:

A boundaryless careered person is committed to the multinational company and not one's own career.

If an expected level of interaction with local host country employees is low and similarity between the parent and the host country is high,the length of cross culture training would be:

Presently,MNEs place little priority on providing pre-departure training for spouses and family.

Employees accepting international assignments can have cultural shock entering a host country and a cultural shock returning to home organizations.

Cost reduction or containment is an important driver in international assignment trends.

International expertise is an outcome of

What is a main reason for multinationals to hire an "international itinerants?"

There is a continuing pressure from developing countries for:

When a repatriate returns to the home office what kind of challenges do they face? What kind of position awaits the returning employee?

A useful way for employees to gain a broader perspective of an MNE is:

Expatriates appearing to have greater job satisfaction during and after their international assignment had:

The components of a pre-departure training referred to as "practical assistance" :

An indication of how important training and development has become in multinationals is reflected in that they have:

Relocation specialist provides practical assistance to expatriates.

The repatriate's new position usually devalues the overseas experiences.

HCNs may not be regarded as "genuine" expatriates as they are not trained in the same manner.

Introduction

The Cultural Context of IHRM

The Organizational Context

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

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

International Performance Management

International Compensation

International Industrial Relations and The Global Institutional Context

IHRM Trends and Future Challenges

Filters