Question 1

What is expatriate failure? According to Tung's survey,what are the different reasons for expatriate failure in U.S.multinationals?

Accepted Answer

Expatriate failure refers to the prematu...

Question 2

Organizational architecture refers to an organization's norms and value systems.

Accepted Answer

A) True 
 B)False

Question 3

According to a study by R.L.Tung,the most important reason for expatriate failure among U.S.multinationals is difficulty coping with a new environment.

Accepted Answer

A) True 
 B)False

Question 4

Unintentional bias makes it easy to evaluate the performance of expatriate managers objectively.

Accepted Answer

A) True 
 B)False

Question 5

Amanda,an American manager,is successfully adjusting in a country where the culture is extremely male-dominated.According to Mendenhall and Oddou,which of the following dimensions that predict success in foreign postings is involved in this situation?

Accepted Answer

A)   Perceptual ability
B)   Others-orientation
C)   Cultural toughness
D)   Self-orientation
E)   EmpathyF) None of the above
G) D) and E)

Question 6

If a firm tries to create value by transferring core competencies to a foreign operation and,therefore,transfers parent-country nationals who have knowledge of that competency to the foreign operation,it pursues a(n) _____ staffing policy.

Accepted Answer

A)   ethnocentric
B)   polycentric
C)   geocentric
D)   eurocentric
E)   transnationalF) A) and B)
G) B) and C)

Question 7

In firms following a(n) _____ staffing policy,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) B) and D)
G) B) and C)

Question 8

An impediment to cooperation between national unions is the wide variation in union structure.

Accepted Answer

A) True 
 B)False

Question 9

In terms of expatriate pay,which of the following is a characteristic of a foreign service premium?

Accepted Answer

A)   It allows a firm to pay expatriates' income tax in the host country.
B)   It ensures that expatriates' children receive adequate schooling.
C)   It helps to evaluate expatriates' performance without any unintentional bias.
D)   It ensures that expatriates are prepared for reentry into their home-country organization.
E)   It compensates expatriates for having to live in an unfamiliar country.F) A) and B)
G) All of the above

Question 10

In terms of expatriate pay,which of the following is true of a foreign service premium?

Accepted Answer

A)   It ensures that expatriates' children receive adequate schooling.
B)   It helps to evaluate expatriates' performance without any unintentional bias.
C)   It ensures that expatriates are prepared for reentry into their home-country organization.
D)   It is paid as a percentage of base salary, with 16 percent being the average premium.
E)   It allows a firm to pay expatriates' income tax in the host country.F) B) and E)
G) B) and D)

Question 11

For international firms,an ethnocentric staffing approach is compatible with a localization strategy.

Accepted Answer

A) True 
 B)False

Question 12

A(n) expatriate manager refers to:

Accepted Answer

A)   a citizen of one country who is working abroad in one of the firm's subsidiaries.
B)   a parent-country national who works in the parent country.
C)   a host-country national who works in the host country.
D)   any person who lives in a foreign country.
E)   a person willing to work in different departments of a foreign firm.F) A) and B)
G) All of the above

Question 13

The human resource management function can help a firm achieve its primary strategic goals of reducing the costs of value creation and adding value by better serving customer needs.

Accepted Answer

A) True 
 B)False

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) B) and D)
G) All of the above

Question 15

In the context of expatriate compensation,what is the role of a balance sheet approach?

Accepted Answer

A)   It equalizes purchasing power across countries so employees can enjoy the same living standard in their foreign posting that they enjoyed at home.
B)   It helps expatriate managers and their families to adjust to the day-to-day life of the host country.
C)   It rewards expatriates on the basis of merit and performance.
D)   It helps expatriates to come to terms with the standard of living of the host country.
E)   It is offered as an inducement to accept foreign postings and live away from family.F) A) and C)
G) C) and E)

Question 16

International firms try to create value by:

Accepted Answer

A)   transferring products and competencies overseas.
B)   following a local staffing policy.
C)   focusing on local responsiveness.
D)   emphasizing a localization strategy.
E)   adopting an ethnocentric staffing approach.F) A) and D)
G) C) and D)

Question 17

It is believed that a firm attains higher performance when its employees are predisposed toward its value systems by their personality type.

Accepted Answer

A) True 
 B)False

Question 18

In international businesses,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 19

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 B)
G) A) and C)

Question 20

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

Exam 17: Global Human Resource Management

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

Correct AnswerverifiedShow Answer

In international businesses,a geocentric staffing policy is one in which all key management positions are filled by parent-country nationals.

Correct AnswerverifiedShow Answer

Amanda,an American manager,is successfully adjusting in a country where the culture is extremely male-dominated.According to Mendenhall and Oddou,which of the following dimensions that predict success in foreign postings is involved in this situation?

Correct AnswerverifiedShow Answer

In terms of expatriate pay,which of the following is true of a foreign service premium?

Correct AnswerverifiedShow Answer

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

Correct AnswerverifiedShow Answer

An impediment to cooperation between national unions is the wide variation in union structure.

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

For international firms,an ethnocentric staffing approach is compatible with a localization strategy.

Correct AnswerverifiedShow Answer

A(n) expatriate manager refers to:

Correct AnswerverifiedShow Answer

In the context of expatriate compensation,what is the role of a balance sheet approach?

Correct AnswerverifiedShow Answer

In terms of expatriate pay,which of the following is a characteristic of a foreign service premium?

Correct AnswerverifiedShow Answer

The human resource management function can help a firm achieve its primary strategic goals of reducing the costs of value creation and adding value by better serving customer needs.

Correct AnswerverifiedShow Answer

Organizational architecture refers to an organization's norms and value systems.

Correct AnswerverifiedShow Answer

Unintentional bias makes it easy to evaluate the performance of expatriate managers objectively.

Correct AnswerverifiedShow Answer

International firms try to create value by:

Correct AnswerverifiedShow Answer

What is expatriate failure? According to Tung's survey,what are the different reasons for expatriate failure in U.S.multinationals?

Correct AnswerverifiedExpatriate failure refers to the prematu...View AnswerShow Answer

According to a study by R.L.Tung,the most important reason for expatriate failure among U.S.multinationals is difficulty coping with a new environment.

Correct AnswerverifiedShow Answer

It is believed that a firm attains higher performance when its employees are predisposed toward its value systems by their personality type.

Correct AnswerverifiedShow Answer

In firms following a(n) _____ staffing policy,the lack of managers' mobility among national operations implies that the pay for expatriates should be kept country specific.

Correct AnswerverifiedShow Answer

If a firm tries to create value by transferring core competencies to a foreign operation and,therefore,transfers parent-country nationals who have knowledge of that competency to the foreign operation,it pursues a(n) _____ staffing policy.

Correct AnswerverifiedShow Answer

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Expatriate failure refers to the prematu...
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