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| 1 | |
Failure rates for American expatriates sent to developing countries run as high as 70 percent. |
| | A) | True |
| | B) | False |
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| 2 | |
The inability of the spouse to adjust to an expatriate lifestyle was the key reason for the failure of US, European and Japanese expatriates. |
| | A) | True |
| | B) | False |
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| 3 | |
An expatriate who makes an effort to speak the local language will rate high on the others-orientation dimension of Medenhall and Oddou's model. |
| | A) | True |
| | B) | False |
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| 4 | |
Most expatriates will not be in favor of reciprocal tax treaties. |
| | A) | True |
| | B) | False |
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| 5 | |
While the structure and ideology of unions tends to vary significantly from country to country, the nature of collective bargaining does not. |
| | A) | True |
| | B) | False |
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| 6 | |
Which of the following is not one of the activities of human resources management? |
| | A) | labor relations |
| | B) | management development |
| | C) | performance evaluation |
| | D) | investor relations |
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| 7 | |
A(n) ________________ is a citizen of one country who is working abroad in one of the firms subsidiaries. |
| | A) | international manager |
| | B) | geocentric manager |
| | C) | ethnocentric manager |
| | D) | expatriate manager |
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| 8 | |
A strong _______________ can help an international business implement its strategy and succeed. |
| | A) | staffing policy |
| | B) | corporate culture |
| | C) | human resources management |
| | D) | compensation plan |
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| 9 | |
Firms pursuing an international strategy should use a(n) ______ approach to staffing. |
| | A) | ethnocentric |
| | B) | polycentric |
| | C) | geocentric |
| | D) | transcentric |
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| 10 | |
A(n) __________ approach to staffing means a firm will use host-country nationals to manage subsidiaries while headquarters is staffed with parent country nationals. |
| | A) | ethnocentric |
| | B) | polycentric |
| | C) | geocentric |
| | D) | transcentric |
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| 11 | |
When a company pursues a localization strategy, its approach to staffing should be |
| | A) | ethnocentric |
| | B) | geocentric |
| | C) | transcentric |
| | D) | polycentric |
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| 12 | |
Both the _______ strategy and the _______ strategy require a ________ approach to staffing. |
| | A) | international, localization, ethnocentric |
| | B) | global standardization, localization, polycentric |
| | C) | transnational, global standardization, geocentric |
| | D) | localization, transnational, transcentric |
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| 13 | |
Which of the following was not identified by Mendenhall and Oddou as being one of the predictors of expatriate success? |
| | A) | self-orientation |
| | B) | others-orientation |
| | C) | global-orientation |
| | D) | cultural toughness |
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| 14 | |
The ______ dimension of Mendenhall and Oddou's theory refers to the relationship between the country of assignment and how well the expatriate adjusts to a particular posting. |
| | A) | perceptual ability |
| | B) | other-orientation |
| | C) | cultural toughness |
| | D) | self-orientation |
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| 15 | |
Some researchers suggest that a(n) ___________________, characterized by cognitive complexity and a cosmopolitan outlook, is a fundamental attribute of a global manager. |
| | A) | strategic outlook |
| | B) | international orientation |
| | C) | global mindset |
| | D) | performance orientation |
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| 16 | |
Important elements of training for expatriate managers include all of the following except: |
| | A) | international financial management training |
| | B) | cultural training |
| | C) | language training |
| | D) | practical training |
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| 17 | |
An often overlooked element in the training and development of expatriate managers is how to prepare them for reentry – repatriation. Research and practice show: |
| | A) | the majority of returning expatriates didn't know what their positions would be when they returned. |
| | B) | good repatriation training should be handled at the functional level to capture the essential skills. |
| | C) | skills and experience in the expatriate assignment are highly valued and actively cultivated by the organization. |
| | D) | generally return to their old jobs or a similar position. |
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| 18 | |
Performance appraisals for expatriate managers: |
| | A) | should use the same criteria and process as for domestic managers to ensure consistent quality and compliance. |
| | B) | in many cases are conducted both by home country and host nation personnel, who may have conflicting views and expectations. |
| | C) | are so radically different that they cannot be considered a normal part of either headquarters control systems or HR development systems. |
| | D) | can only fairly be based on hard data, regardless of concerns about exchange rates and different types of accounting systems. |
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| 19 | |
In a(n) ______ firm, the lack of managers' mobility among national operations implies that pay can and should be kept country-specific. |
| | A) | transnational |
| | B) | ethnocentric |
| | C) | geocentric |
| | D) | polycentric |
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| 20 | |
The most common approach to expatriate pay is the _______ approach. |
| | A) | balance sheet |
| | B) | incentive |
| | C) | foreign service premium |
| | D) | multilateral purchasing power |
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| 21 | |
An expatriate's total compensation package can be as much as ______ times what he or she would cost the firm in a home-country posting. |
| | A) | three |
| | B) | five |
| | C) | seven |
| | D) | ten |
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| 22 | |
Which of the following is not an allowance that is included in an expatriate's compensation package? |
| | A) | hardship allowance |
| | B) | housing allowance |
| | C) | cost-of-living allowance |
| | D) | foreign service allowance |
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| 23 | |
Organized labor is concerned about all of the following except |
| | A) | that the MNE can counter the union's bargaining power by threatening to move production to another location. |
| | B) | that the MNE will keep highly skilled tasks in its home country and farm out only low-skill tasks to the host country. |
| | C) | that growing enrollment in labor unions will overwhelm their capacity to serve members effectively. |
| | D) | that imported employment practices and contractual agreements from the home country will reduce the bargaining power and influence of the union. |
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| 24 | |
International trade secretariats and other international efforts have had limited success because: |
| | A) | NGOs have taken hard-line stances with firms, and the unions don't want to interfere with those efforts. |
| | B) | similar structures in unions have meant consolidated efforts would mean duplication and conflict. |
| | C) | national unions may compete with other unions to get jobs for their members. |
| | D) | the national unions have found no international issues on which they could agree. |
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| 25 | |
There is a trend toward the _______ of international labor relations. |
| | A) | centralization |
| | B) | decentralization |
| | C) | organizing |
| | D) | elimination |
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