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True or False
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1
The activities an organization carries out to select employees for particular jobs defines human resource management.
A)True
B)False
2
At another level, staffing policy can be a tool for promoting corporate culture
A)True
B)False
3
An ethnocentric staffing policy limits advancement opportunities for parent-country nationals.
A)True
B)False
4
A polycentric staffing policy required "host-country" nationals to be recruited to manage subsidiaries
A)True
B)False
5
Firms pursuing a geocentric staffing policy are able to place the best people regardless of nationality.
A)True
B)False
6
Expatriate failure is the premature return of an expatriate manager to his or her host country.
A)True
B)False
7
Inability to cope with larger overseas responsibility is the only reason given consistently by managers of European firms to explain expatriate failure.
A)True
B)False
8
Attributes of self-orientation, according to Mendenhall and Oddou, enhance the expatriates' ability to interact effectively with host country nationals.
A)True
B)False
9
Within three years of returning home 55 percent of returning expatriates leave their company
A)True
B)False
10
Three types of training that seem to reduce expatriate failure are cultural training, language training, and practical training.
A)True
B)False
11
Many expatriate managers believe that headquarters management evaluates them unfairly.
A)True
B)False
12
Substantial differences do not exist in the compensation of executives at the same level in various countries
A)True
B)False
13
Hardship, housing, cost-of-living, and entertainment are four types of allowances are often included in an expatriate's compensation package.
A)True
B)False
14
Unless there is a reciprocal tax treaty, the expatriate manager may have to pay income tax to both the home country and the host country.
A)True
B)False





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