Question 1

A byproduct of working in an international team is becoming culturally aware.

Accepted Answer

A) True 
 B)False

Question 2

Multinationals are reinforcing the notion of a protean and boundaryless careers when they do not guarantee repatriates positions upon re-entry.

Accepted Answer

A) True 
 B)False

Question 3

There is an increasing interest in all aspects of training and development with a focus on practices in the economic super power China.

Accepted Answer

A) True 
 B)False

Question 4

A major objective of intercultural training is:

Accepted Answer

A)  To make the assignee an expert in the host country 
B)  To help people cope with unexpected events in a new culture 
C)  To create a concern on the part of the assignee so they take the assignment seriously 
D)  Get the assignee through the first week or so of the assignment 
A)  To make the assignee an expert in the host country 
B)  To help people cope with unexpected events in a new culture 
C)  To create a concern on the part of the assignee so they take the assignment seriously 
D)  Get the assignee through the first week or so of the assignment

Question 5

The benefits of international teams include:

Accepted Answer

A)  Lower payroll cost and reducing turnover 
B)  Breaking down functional and national boundaries,enlarging communication flows 
C)  Standardizing inputs into decisions,problem solving strategies and providing uniform strategic assessments 
D)  Building formal control by way of policies and procedures 
A)  Lower payroll cost and reducing turnover 
B)  Breaking down functional and national boundaries,enlarging communication flows 
C)  Standardizing inputs into decisions,problem solving strategies and providing uniform strategic assessments 
D)  Building formal control by way of policies and procedures

Question 6

Disregarding the importance of foreign language skills may reflect ___________assumptions.

Accepted Answer

A)  Multicentric 
B)  Polycentric 
C)  Regiocentric 
D)  Ethnocentric 
A)  Multicentric 
B)  Polycentric 
C)  Regiocentric 
D)  Ethnocentric

Question 7

Firms with career development planning have a higher rate of repatriate turnover.

Accepted Answer

A) True 
 B)False

Question 8

Non-expatriates are given the same cross culture training as expatriates.

Accepted Answer

A) True 
 B)False

Question 9

Training and development is a critical component of an international assignee because:

Accepted Answer

A)  Expatriates are trainers,part of the transfer of knowledge across units 
B)  Expatriates are not expected to ensure that systems and processes are adopted 
C)  Expatriates do not rely on assignments for developmental purposes 
D)  Expatriates are expected to return to the host country and train parent company employees 
A)  Expatriates are trainers,part of the transfer of knowledge across units 
B)  Expatriates are not expected to ensure that systems and processes are adopted 
C)  Expatriates do not rely on assignments for developmental purposes 
D)  Expatriates are expected to return to the host country and train parent company employees

Question 10

Expatriates are often used for training because of a lack of suitably trained staff in the host locations.

Accepted Answer

A) True 
 B)False

Question 11

Discuss the components of the Mendenhall,Dunbar and Oddou cross cultural training model.What are the components of the model and how does the training approach relates to each component?

Accepted Answer

·Training methods
·Levels of t

Question 12

More multinationals are now expanding their pre-departure training programs to include programs for the spouse and family.

Accepted Answer

A) True 
 B)False

Question 13

An immersion approach to cross culture training would include role playing and stress reduction training.

Accepted Answer

A) True 
 B)False

Question 14

If the multinational is in the process of a major restructuring,the aftermath of a merger or acquisition or sale of a division can result in:

Accepted Answer

A)  Job shedding 
B)  Bankruptcy 
C)  New factory building 
D)  Matrix 
A)  Job shedding 
B)  Bankruptcy 
C)  New factory building 
D)  Matrix

Question 15

Work-related information exchanges are part of any expatriate assignment.

Accepted Answer

A) True 
 B)False

Question 16

The "affective approach" to training partially consists of:

Accepted Answer

A)  Cultural briefings and area briefings 
B)  Field experiments and simulations 
C)  Role-playing and case studies 
D)  Survival level language training and sensitivity training 
A)  Cultural briefings and area briefings 
B)  Field experiments and simulations 
C)  Role-playing and case studies 
D)  Survival level language training and sensitivity training

Question 17

Along with expected financial gains,the primary motive for accepting an international assignment is

Accepted Answer

A)  Knowledge 
B)  Travel 
C)  Career advancement 
D)  Need 
A)  Knowledge 
B)  Travel 
C)  Career advancement 
D)  Need

Question 18

Professor Tung revised her recommendations for cross culture training,so that now she feels that there should be more emphasis in foreign language training.

Accepted Answer

A) True 
 B)False

Question 19

What are the four components of pre-departure training programs that contribute to a smooth transition to a foreign location? Discuss each in turn.

Accepted Answer

·Cultural awareness training
·

Question 20

The returning repatriate will usually get a promotion upon reentry.

Accepted Answer

A) True 
 B)False

A byproduct of working in an international team is becoming culturally aware.

Multinationals are reinforcing the notion of a protean and boundaryless careers when they do not guarantee repatriates positions upon re-entry.

There is an increasing interest in all aspects of training and development with a focus on practices in the economic super power China.

A major objective of intercultural training is:

The benefits of international teams include:

Disregarding the importance of foreign language skills may reflect ___________assumptions.

Firms with career development planning have a higher rate of repatriate turnover.

Non-expatriates are given the same cross culture training as expatriates.

Training and development is a critical component of an international assignee because:

Expatriates are often used for training because of a lack of suitably trained staff in the host locations.

Discuss the components of the Mendenhall,Dunbar and Oddou cross cultural training model.What are the components of the model and how does the training approach relates to each component?

More multinationals are now expanding their pre-departure training programs to include programs for the spouse and family.

An immersion approach to cross culture training would include role playing and stress reduction training.

If the multinational is in the process of a major restructuring,the aftermath of a merger or acquisition or sale of a division can result in:

Work-related information exchanges are part of any expatriate assignment.

The "affective approach" to training partially consists of:

Along with expected financial gains,the primary motive for accepting an international assignment is

Professor Tung revised her recommendations for cross culture training,so that now she feels that there should be more emphasis in foreign language training.

What are the four components of pre-departure training programs that contribute to a smooth transition to a foreign location? Discuss each in turn.

The returning repatriate will usually get a promotion upon reentry.

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

A byproduct of working in an international team is becoming culturally aware.

Multinationals are reinforcing the notion of a protean and boundaryless careers when they do not guarantee repatriates positions upon re-entry.

There is an increasing interest in all aspects of training and development with a focus on practices in the economic super power China.

A major objective of intercultural training is:

The benefits of international teams include:

Disregarding the importance of foreign language skills may reflect ___________assumptions.

Firms with career development planning have a higher rate of repatriate turnover.

Non-expatriates are given the same cross culture training as expatriates.

Training and development is a critical component of an international assignee because:

Expatriates are often used for training because of a lack of suitably trained staff in the host locations.

Discuss the components of the Mendenhall,Dunbar and Oddou cross cultural training model.What are the components of the model and how does the training approach relates to each component?

More multinationals are now expanding their pre-departure training programs to include programs for the spouse and family.

An immersion approach to cross culture training would include role playing and stress reduction training.

If the multinational is in the process of a major restructuring,the aftermath of a merger or acquisition or sale of a division can result in:

Work-related information exchanges are part of any expatriate assignment.

The "affective approach" to training partially consists of:

Along with expected financial gains,the primary motive for accepting an international assignment is

Professor Tung revised her recommendations for cross culture training,so that now she feels that there should be more emphasis in foreign language training.

What are the four components of pre-departure training programs that contribute to a smooth transition to a foreign location? Discuss each in turn.

The returning repatriate will usually get a promotion upon reentry.

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