Question 1

According to Mendenhall and Oddou,the attribute of _____________ provides an expatriate the ability to understand why people of other countries behave the way they do,that is,the ability to empathize with them.

Accepted Answer

A)   cultural toughness
B)   perceptual ability
C)   self orientation
D)   others-orientation
E)   cultural sensitivityF) None of the above
G) D) and E)

Question 2

According to the textbook,almost all expatriates believe that a position in a foreign country is beneficial to the careers of almost all expatriates,because their knowledge is highly valued by their company when they get home.

Accepted Answer

A) True 
 B)False

Question 3

Discuss the issue of expatriate compensation.Suppose you worked for a firm that transferred you from the United States to a developing country in Asia or South America.How do you think you should be compensated relative to your peers in similar jobs at home?

Accepted Answer

This question is designed to encourage c...

Question 4

The two most common reasons for expatriate failure were the inability of a manager's spouse to adjust to a foreign environment and the manager's own inability to adjust to a foreign environment.

Accepted Answer

A) True 
 B)False

Question 5

A geocentric staffing policy is one in which all key management positions are filled by parent country nationals.

Accepted Answer

A) True 
 B)False

Question 6

A(n) _____ program is intended to develop a manager's skills over his or her career with a firm.

Accepted Answer

A)   organizational development
B)   personnel development
C)   management development
D)   technical development
E)   career developmentF) A) and E)
G) All of the above

Question 7

According to Mendenhall and Oddou,the attribute of _____________ strengthens an expatriate's self-esteem,self-confidence,and mental well-being.

Accepted Answer

A)   cultural toughness
B)   perceptual ability
C)   others-orientation
D)   self-orientation
E)   self confidenceF) B) and C)
G) B) and D)

Question 8

An important goal in management development programs is to:

Accepted Answer

A)   build an informal network of contacts
B)   encourage the cross-transfer of skills and knowledge
C)   encourage cross-cultural literacy
D)   enhance the employability of participants
E)   build a unifying cultureF) A) and B)
G) A) and C)

Question 9

Which of the following strategies is most compatible with a polycentric staffing policy?

Accepted Answer

A)   international strategy
B)   global strategy
C)   multidomestic strategy
D)   transnational strategy
E)   pan-nationalF) All of the above
G) None of the above

Question 10

The type of training that seeks to foster an appreciation for the host country's culture is called what?

Accepted Answer

A)   cultural training
B)   technical training
C)   language training
D)   practical training
E)   cultural literacyF) A) and E)
G) C) and D)

Question 11

Expatriate managers would have to comply with Canada's _____________,which mandates __________ in the workplace.

Accepted Answer

A)   Employment Compensation Act; equal pay for equal work
B)   Fair Employment Practices Act; seniority based compensation
C)   Minorities Employment Act; hiring of minorities
D)   Unemployment Insurance Act; severance pay
E)   Employment Equity Act; equalityF) C) and D)
G) A) and C)

Question 12

European-based multinationals experience a much higher expatriate failure rate than either Japanese or United States multinationals,according to a study conducted by R.L.Tung.

Accepted Answer

A) True 
 B)False

Question 13

The ability of a female western manager to adapt to a culture that is extremely male dominated is an example of what?

Accepted Answer

A)   cultural toughness
B)   others-orientation
C)   perceptual ability
D)   self-orientation
E)   religious toleranceF) B) and D)
G) C) and D)

Question 14

A(n) ______________ approach to staffing has the following disadvantages: (1) limits career mobility,(2) isolates headquarters from foreign subsidiaries.

Accepted Answer

A)   polycentric
B)   intercentric
C)   geocentric
D)   ethnocentric
E)   multicentricF) A) and E)
G) A) and D)

Question 15

______________ percent of U.S.multinationals experience expatriate failure rates of 10 percent or more,according to a study conducted by R.L.Tung.

Accepted Answer

A)   91
B)   76
C)   44
D)   17
E)   28F) A) and B)
G) A) and E)

Question 16

What four dimensions seem to predict success in expatriate selection were identified by Mendenhall and Oddou?

Accepted Answer

A)   self-orientation, others-orientation, perceptual ability, and cultural toughness
B)   cognitive ability, subjective ability, positive effect, and cultural awareness
C)   self-orientation, cognitive ability, subjective ability, and cultural toughness
D)   subjective ability, others-orientation, perceptual ability, and cultural awareness
E)   multicultural exposure, self-confidence, self-reflection, and social personality typeF) B) and E)
G) A) and E)

Question 17

A(n) ____________ is extra pay the expatriate receives for working outside his or her country of origin.

Accepted Answer

A)   parity adjustment
B)   expatriate special circumstance
C)   foreign service premium
D)   allowance
E)   foreign service allowanceF) B) and C)
G) A) and E)

Question 18

A(n) __________ manager is a citizen of one country who is working abroad in one of his or her firm's subsidiaries.

Accepted Answer

A)   expatriate
B)   cross-divisional
C)   cross-cultural
D)   ethnocentric
E)   inpatriateF) A) and C)
G) B) and C)

Question 19

All of the following were identified by R.L.Tung as a reason for expatriate failure among U.S.expatriate managers except __________________.

Accepted Answer

A)   manager's personal or emotional maturity
B)   inability to cope with larger overseas responsibility
C)   inability of spouse to adjust
D)   poor working conditions overseas
E)   other family problemsF) A) and E)
G) A) and D)

Question 20

Research suggests that between _______________ of all American employees sent abroad to developed nations return from their assignments early.

Accepted Answer

A)   4 and 12 percent
B)   8 and 22 percent
C)   12 and 26 percent
D)   16 and 40 percent
E)   26 and 56 percentF) B) and E)
G) A) and E)

Exam 16: Global Human Resource Management

______________ percent of U.S.multinationals experience expatriate failure rates of 10 percent or more,according to a study conducted by R.L.Tung.

Correct AnswerverifiedShow Answer

Which of the following strategies is most compatible with a polycentric staffing policy?

Correct AnswerverifiedShow Answer

A(n) __________ manager is a citizen of one country who is working abroad in one of his or her firm's subsidiaries.

Correct AnswerverifiedShow Answer

According to Mendenhall and Oddou,the attribute of _____________ strengthens an expatriate's self-esteem,self-confidence,and mental well-being.

Correct AnswerverifiedShow Answer

What four dimensions seem to predict success in expatriate selection were identified by Mendenhall and Oddou?

Correct AnswerverifiedShow Answer

Discuss the issue of expatriate compensation.Suppose you worked for a firm that transferred you from the United States to a developing country in Asia or South America.How do you think you should be compensated relative to your peers in similar jobs at home?

Correct AnswerverifiedThis question is designed to encourage c...View AnswerShow Answer

Expatriate managers would have to comply with Canada's _____________,which mandates __________ in the workplace.

Correct AnswerverifiedShow Answer

A(n) ____________ is extra pay the expatriate receives for working outside his or her country of origin.

Correct AnswerverifiedShow Answer

According to the textbook,almost all expatriates believe that a position in a foreign country is beneficial to the careers of almost all expatriates,because their knowledge is highly valued by their company when they get home.

Correct AnswerverifiedShow Answer

A geocentric staffing policy is one in which all key management positions are filled by parent country nationals.

Correct AnswerverifiedShow Answer

A(n) ______________ approach to staffing has the following disadvantages: (1) limits career mobility,(2) isolates headquarters from foreign subsidiaries.

Correct AnswerverifiedShow Answer

European-based multinationals experience a much higher expatriate failure rate than either Japanese or United States multinationals,according to a study conducted by R.L.Tung.

Correct AnswerverifiedShow Answer

A(n) _____ program is intended to develop a manager's skills over his or her career with a firm.

Correct AnswerverifiedShow Answer

According to Mendenhall and Oddou,the attribute of _____________ provides an expatriate the ability to understand why people of other countries behave the way they do,that is,the ability to empathize with them.

Correct AnswerverifiedShow Answer

The two most common reasons for expatriate failure were the inability of a manager's spouse to adjust to a foreign environment and the manager's own inability to adjust to a foreign environment.

Correct AnswerverifiedShow Answer

All of the following were identified by R.L.Tung as a reason for expatriate failure among U.S.expatriate managers except __________________.

Correct AnswerverifiedShow Answer

The ability of a female western manager to adapt to a culture that is extremely male dominated is an example of what?

Correct AnswerverifiedShow Answer

An important goal in management development programs is to:

Correct AnswerverifiedShow Answer

Research suggests that between _______________ of all American employees sent abroad to developed nations return from their assignments early.

Correct AnswerverifiedShow Answer

The type of training that seeks to foster an appreciation for the host country's culture is called what?

Correct AnswerverifiedShow Answer

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This question is designed to encourage c...
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Expatriate managers would have to comply with Canada's ___,which mandates in the workplace.

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