Question 1

According to the results of a seminal study by R. L. Tung, what was the major reason for expatriate failure among European expatriates?

Accepted Answer

A)  Personal or emotional problems
B)  Inability to cope with overseas responsibilities
C)  Poor pay
D)  Inability of spouse to adjust to a new environment
E)  Lack of technical competenceF) A) and C)
G) B) and D)

Question 2

The long-term goal for organized labor to establish international trade secretariats was to:

Accepted Answer

A)  import employment practices and contractual agreements from the home country of the multinational firm.
B)  retain low-skilled tasks in the host country.
C)  prevent multinational firms from switching production from one location to another as economic conditions warrant.
D)  introduce a reciprocal tax treaty.
E)  be able to bargain transnationally with multinational firms.F) A) and B)
G) C) and D)

Question 3

Megan, a U.S. citizen, is the operations manager at the Middle East office of HS Constructions Inc., an American firm. In this situation, she is an example of a(n) :

Accepted Answer

A)  immigrant manager.
B)  host-country manager.
C)  inpatriate manager.
D)  expatriate manager.
E)  virtual manager.F) C) and D)
G) A) and C)

Question 4

Which of the following staffing policies is pursued by firms where the lack of managers' mobility among national operations implies that the pay for expatriates should be kept country-specific?

Accepted Answer

A)  Regiocentric
B)  Ethnocentric
C)  Geocentric
D)  Polycentric
E)  InternationalF) A) and C)
G) A) and E)

Question 5

What is the purpose of cultural training before a foreign posting?

Accepted Answer

Cultural training seeks to foster an app...

Question 6

Firms that emphasize global standardization try to create value by:

Accepted Answer

A)  retaining products and competencies within the parent country.
B)  realizing experience curve and location economies.
C)  focusing on local responsiveness.
D)  emphasizing localization.
E)  adopting an ethnocentric staffing approach.F) B) and E)
G) B) and C)

Question 7

Which of the following is a disadvantage of an ethnocentric staffing policy?

Accepted Answer

A)  It leads to resentment in the host country.
B)  It isolates the headquarters from foreign subsidiaries.
C)  It does not allow transfer of core competencies.
D)  It leads to a dearth of qualified managers in the host nation.
E)  It diversifies corporate culture.F) A) and E)
G) A) and D)

Question 8

Transnational firm managers need not be able to detect pressures for local responsiveness because it is not part of their skill set.

Accepted Answer

A) True 
 B)False

Question 9

Which of the following refers to a subset of expatriates who are citizens of a foreign country working in the home country of their multinational employer?

Accepted Answer

A)  Virtual expatriates
B)  Inpatriates
C)  Third-country nationals
D)  Host-country nationals
E)  Parent-country nationalsF) C) and E)
G) None of the above

Question 10

Expatriate failure represents the failure of a firm's selection policies to identify individuals who will not thrive abroad.

Accepted Answer

A) True 
 B)False

Question 11

It is important that the spouse of an expatriate manager, and perhaps the whole family, be included in cultural training programs.

Accepted Answer

A) True 
 B)False

Question 12

An international firm that adopts a polycentric staffing policy is more likely to suffer from cultural myopia.

Accepted Answer

A) True 
 B)False

Question 13

According to the survey undertaken by Towers Watson, which of the following countries provides the highest pay to CEOs?

Accepted Answer

A)  Switzerland
B)  The United States
C)  Japan
D)  Australia
E)  ArgentinaF) B) and D)
G) B) and C)

Question 14

Which of the following steps is true of bias in performance evaluations?

Accepted Answer

A)  More weight should be given to an off-site manager's appraisal than an on-site manager's appraisal.
B)  Cultural bias increases when the on-site manager is of the same nationality as the expatriate.
C)  Home-office managers should write performance evaluations without consulting on-site managers to avoid bias.
D)  Due to proximity, an on-site manager is more likely to evaluate the soft variables that are important aspects of an expatriate's performance.
E)  A performance appraisal is invalid when the on-site manager is of the same nationality as the expatriate manager.F) A) and E)
G) None of the above

Question 15

Which of the following is a characteristic feature of an ethnocentric staffing policy?

Accepted Answer

A)  It requires host-country nationals to be recruited to manage subsidiaries.
B)  It is used when a firm places a low value on its corporate culture.
C)  It increases advancement opportunities for host-country nationals.
D)  It seeks the best people for key jobs throughout the organization, regardless of nationality.
E)  It places parent-country nationals in key management positions.F) A) and B)
G) A) and E)

Question 16

An expatriate manager is a citizen of one country who is working abroad in one of the firm's subsidiaries.

Accepted Answer

A) True 
 B)False

Question 17

International businesses differ in terms of their approaches to international labor relations, mainly in the degree to which:

Accepted Answer

A)  labor relations activities are centralized or decentralized.
B)  labor relations are formal or informal.
C)  labor relations are given a high priority or a low priority.
D)  labor relations are internally or externally managed.
E)  firms follow a polycentric or geocentric staffing policy.F) D) and E)
G) A) and D)

Question 18

Which of the following is an impediment to cooperation between national unions?

Accepted Answer

A)  The retention of highly skilled tasks in the host country
B)  The reciprocal tax treaty
C)  The wide variation in the structure and ideology of unions
D)  The common perception unions have about multinational companies
E)  The decreasing bargaining power of multinational companiesF) A) and B)
G) A) and C)

Question 19

International businesses differ markedly in their approaches to international labor relations. Which of the following current trends reflects international firms' attempts to rationalize their global operations?

Accepted Answer

A)  Decentralized labor activities
B)  Greater centralized control
C)  Autonomy
D)  Lateral relationships
E)  National legislationF) A) and C)
G) C) and D)

Question 20

Which of the following staffing policies is pursued by a firm where considerable resentment is caused among foreign nationals who are members of the international cadre and work with U.S. nationals, if pay is not equalized?

Accepted Answer

A)  Polycentric
B)  Geocentric
C)  Ethnocentric
D)  Regiocentric
E)  LocalizedF) B) and C)
G) B) and D)

Exam 17: Global Human Resource Management

Which of the following refers to a subset of expatriates who are citizens of a foreign country working in the home country of their multinational employer?

Correct AnswerverifiedShow Answer

Firms that emphasize global standardization try to create value by:

Correct AnswerverifiedShow Answer

Which of the following is an impediment to cooperation between national unions?

Correct AnswerverifiedShow Answer

The long-term goal for organized labor to establish international trade secretariats was to:

Correct AnswerverifiedShow Answer

Which of the following steps is true of bias in performance evaluations?

Correct AnswerverifiedShow Answer

International businesses differ in terms of their approaches to international labor relations, mainly in the degree to which:

Correct AnswerverifiedShow Answer

Which of the following staffing policies is pursued by a firm where considerable resentment is caused among foreign nationals who are members of the international cadre and work with U.S. nationals, if pay is not equalized?

Correct AnswerverifiedShow Answer

An international firm that adopts a polycentric staffing policy is more likely to suffer from cultural myopia.

Correct AnswerverifiedShow Answer

According to the survey undertaken by Towers Watson, which of the following countries provides the highest pay to CEOs?

Correct AnswerverifiedShow Answer

What is the purpose of cultural training before a foreign posting?

Correct AnswerverifiedCultural training seeks to foster an app...View AnswerShow Answer

Which of the following is a disadvantage of an ethnocentric staffing policy?

Correct AnswerverifiedShow Answer

According to the results of a seminal study by R. L. Tung, what was the major reason for expatriate failure among European expatriates?

Correct AnswerverifiedShow Answer

Expatriate failure represents the failure of a firm's selection policies to identify individuals who will not thrive abroad.

Correct AnswerverifiedShow Answer

Megan, a U.S. citizen, is the operations manager at the Middle East office of HS Constructions Inc., an American firm. In this situation, she is an example of a(n) :

Correct AnswerverifiedShow Answer

International businesses differ markedly in their approaches to international labor relations. Which of the following current trends reflects international firms' attempts to rationalize their global operations?

Correct AnswerverifiedShow Answer

It is important that the spouse of an expatriate manager, and perhaps the whole family, be included in cultural training programs.

Correct AnswerverifiedShow Answer

Which of the following is a characteristic feature of an ethnocentric staffing policy?

Correct AnswerverifiedShow Answer

An expatriate manager is a citizen of one country who is working abroad in one of the firm's subsidiaries.

Correct AnswerverifiedShow Answer

Transnational firm managers need not be able to detect pressures for local responsiveness because it is not part of their skill set.

Correct AnswerverifiedShow Answer

Which of the following staffing policies is pursued by firms where the lack of managers' mobility among national operations implies that the pay for expatriates should be kept country-specific?

Correct AnswerverifiedShow Answer

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Cultural training seeks to foster an app...
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