Deck 14: Human Resource Selection and Development Across Cultures

Question 1

Luthans and Youssef postulated that in order for an organization to be the most efficient and innovative,it must have positive traits,states,and systems in order to promote positive behavior.

Answer 1

True
Explanation: Luthans and Youssef postulated that in order for an organization to be the most efficient and innovative, it must have positive traits, states, and systems in order to promote positive behavior. The positive traits consist of conscientiousness, emotional stability, extroversion, agreeableness, openness to experience, core self-evaluations, and positive psychological traits.

Question 2

An approach to developing an expatriate compensation package that involves giving the expat a predetermined amount of money and letting the individual make his/her own decisions regarding how to spend it is referred to as localization.

Answer 2

False
Explanation: Lump-sum method is an approach to developing an expatriate compensation package, which involves giving the expat a predetermined amount of money and letting the individual make his or her own decisions regarding how to spend it.

Question 3

According to a survey conducted by Brookfield Global Relocation Services,the most commonly cited objective of expatriate assignments in multinational corporations (MNCs)was filling a managerial or technical gap.

Answer 3

True
Explanation: A 2015 survey of 143 multinational corporations (MNCs) conducted by Brookfield Global Relocation Services found that the most commonly cited objective of expatriate assignments was filling a managerial or technical gap, though career development and local relationship building were also mentioned by many employers as intended goals. They also found that the companies surveyed appeared optimistic about their global business outlook, with nearly 90 percent stating that they anticipated increasing or holding steady their number of international assignments.

Question 4

An ethnocentric multinational corporation (MNC)puts host-office people in charge of key international management positions.

Question 5

Face-to-face human contact has lost its importance as a means of communication because of the growing prevalence of e-mail,web- and teleconferencing,and the increasing incidence of subcontracting and outsourcing.

Question 6

Research shows that organizations that closely tie their training and human resource management strategy to their business strategy tend to outperform those that do not.

Question 7

Multinational corporations (MNCs)are increasingly using home-country nationals,given the costs,guaranteed returns,and decreasing availability of host-country and third-country nationals and expatriates.

Question 8

Research proves that expatriates were most effective in subsidiaries located in developing countries or those that relied on a local customer base.

Question 9

Three-quarters of the companies surveyed in 2015 by Brookfield Global Relocation Services stated that they were facing increasing pressure to reduce the overall cost of their expatriate programs.

Question 10

Host-country nationals are local managers who are hired by a multinational corporation (MNC).

Question 11

Repatriation agreements typically promise an expatriate a specific position and salary when he/she returns to the home office.

Question 12

One study that compared U.S.,Indonesian,and Mexican managers found that behaviors can distinguish them from one another and that host countries would prefer a managerial style similar to that of their country.

Question 13

The improved education of many populations around the world gives multinational corporations (MNCs)more options when considering international human resource needs.

Question 14

The hardest training,in terms of preparation time,is to place a cultural integrator in each foreign operation.

Question 15

Offshore outsourcing is made possible by the increasing organizational and technological capacity of companies to separate,coordinate,and integrate geographically dispersed human resources across distant geographic borders.

Question 16

Base salary is the amount of money that an expatriate normally receives in the home country plus a cost-of-living adjustment.

Question 17

According to a 2015 survey conducted by Brookfield Global Relocation Services,localization of expatriates is likely to be the most critical issue in managing a global workforce.

Question 18

Whether managers are trying to increase productivity or decrease turnover rates,it is good to get a sense of how employees feel they are being treated.

Question 19

The process of evaluating how well a family is likely to stand up to the stress of overseas life is called adaptability screening.

Question 20

Borstorff and her associates examined a number of factors related to employee willingness and concluded that married couples without children at home or those with non-teenage children are the least willing to accept an overseas assignment.

Question 21

Which of the following statements is true about expatriates?

A) Historically, multinational corporations (MNCs) have refrained from staffing key positions in their foreign affiliates with expatriates.
B) They are individuals from a host country who are assigned to work in the home country.
C) They are those who live and work outside their home country.
D) Multinational corporations (MNCs) find it advantageous to use expatriates because their salary and benefit package is less than that of host-country nationals.

Question 22

Which of the following statements is true about language training in the context of selection criteria for international assignments?

A) According to research, expatriates are most likely to learn the local language if the host country is a developing nation.
B) Traditionally, managers from English-speaking countries have done very well in the language area.
C) Language training is less important in countries like Russia, where successful integration is independent of the ability of an expatriate to converse in Russian.
D) Being able to speak with locals in their own language is a major milestone for many expatriates in finally feeling connected to the foreign country.

Question 23

The organizational input into anticipatory adjustment is most directly related and concerned with the _____.

A) motivation process
B) selection process
C) compensation plan
D) quality of leadership

Question 24

Which of the following statements about third-country nationals (TCNs)is false?

A) Third-country nationals (TCNs) can often achieve corporate objectives more effectively than expatriates.
B) During periods of rapid expansion, third-country nationals (TCNs) can substitute for expatriates in well-established operations.
C) During rapid expansion, third-country nationals (TCNs) can offer different perspectives that can expand on the narrowly focused viewpoints of local nationals.
D) In joint ventures, third-country nationals (TCNs) can demonstrate a global image and bring unique cross-cultural skills to the relationship.

Question 25

Which of the following statements is true about inpatriates?

A) One of the most common reasons for a multinational corporation (MNC) to use inpatriates is to start up operations.
B) Inpatriates are also referred to as headquarters nationals.
C) Multinational corporations (MNCs) are increasingly using inpatriates to help them better develop their global core competencies.
D) Multinational corporations (MNCs) mostly use inpatriates to staff key positions in their foreign affiliates.

Question 26

According to Tu and Sullivan,the third phase of preparation for an international assignment includes:

A) if possible, visiting the host country with his or her spouse before the formally scheduled departure.
B) starting to learn the language, customs, and etiquette of the region where one will be posted.
C) developing an awareness of the culture and value systems of this geographic area.
D) conducting a technical skills match to ensure that his or her skills are in line with those that are required for the job.

Question 27

Identify a true statement about third-country national (TCN)managers.

A) They frequently have a deep understanding of a corporation's policies from the perspective of a foreigner.
B) They are often incapable of achieving corporate objectives more effectively than expatriates or local nationals.
C) They are most effective when they are in charge of subsidiaries located in developing countries or those that relied on a local customer base.
D) They are often unable to offer different perspectives that can complement the narrowly focused viewpoints of both local nationals.

Question 28

The two most common selection procedures used by multinational corporations (MNCs)are _____.

A) assessment centers and tests
B) references and interviews
C) application forms and assessment centers
D) tests and interviews

Question 29

_____ are managers who are citizens of countries other than the one in which a multinational corporation (MNC)is headquartered or the one in which they are assigned to work by the multinational corporation (MNC).

A) Multipatriates
B) Home-country nationals
C) Inpatriates
D) Third-country nationals

Question 30

Borstorff and her associates examined a number of factors associated with employee willingness to work overseas and concluded that:

A) unmarried employees are least willing than any other group to accept expat assignments.
B) employee and spouse perceptions of organizational support for expatriates are critical to employee willingness to work overseas.
C) married couples with children at home or those with teenage children are probably the most willing to move.
D) individuals most committed to their professional careers and to their employing organizations are prone to be less willing to work as expatriates.

Question 31

Which of the following is a conclusion put forward by Borstorff and her associates after examining the factors associated with employee willingness to work overseas?

A) Married couples with children at home or those with teenage children are probably the most willing to move.
B) Unmarried employees are more willing than any other group to accept expat assignments.
C) Careers and attitudes of spouses is unlikely to have an impact on employee willingness to move overseas.
D) Individuals most committed to their professional careers and to their employing organizations are prone to be least willing to work as expatriates.

Question 32

Which of the following is a factor that influences an expatriate while making an anticipatory adjustment?

A) The previous experience the expat may have had with the assigned country or with countries with similar cultures
B) The toughness with which the expatriate faces a whole new cultural experience
C) The job itself, as reflected by the clarity of the role the expat plays in the host management team
D) The expat's ability to maintain a positive outlook in the face of a high-pressure situation

Question 33

Which of the following statements is true about home-country nationals?

A) They are third-country nationals who are assigned to work in the home country.
B) They are expatriate managers who are citizens of the country where a multinational corporation (MNC) is headquartered.
C) They are managers who are citizens of countries other than the country in which the multinational corporation (MNC) is headquartered.
D) They are likely to be used by multinational corporations (MNCs) at the middle- and lower-level ranks.

Question 34

Which of the following statements is true about host-country nationals?

A) One of the most common reasons why multinational corporations (MNCs) use host-country nationals is for starting up operations.
B) Historically, multinational corporations (MNCs) have staffed key positions in their foreign affiliates with host-country nationals.
C) Multinational corporations (MNCs) use them at the middle- and lower-level ranks because many countries expect the MNC to hire local talent.
D) They are individuals from a host country who are assigned by a multinational corporation (MNC) to work in the home country.

Question 35

According to Tu and Sullivan,in the first phase of preparation for an international assignment,an applicant should:

A) start to learn the language, customs, and etiquette of the region where he or she will be posted.
B) conduct a technical skills match to ensure that his or her skills are in line with those that are required for the job.
C) find out if his or her spouse and family support the decision to go international.
D) speak with expatriates and foreign nationals about the assigned country.

Question 36

Which of the following statements is true about an in-country adjustment that an expatriate must make when going on an overseas assignment?

A) It is carried out before the expat leaves for an overseas assignment.
B) It is affected by the expat's ability to maintain a positive outlook in the face of a high-pressure situation.
C) It is affected by the previous experience the expat may have had with the assigned country or with countries with similar cultures.
D) It includes cross-cultural seminars or workshops and is designed to acquaint expats with the culture and work life of the country to which they will be posted.

Question 37

One study found that _____ were most effective in subsidiaries located in developing countries or those that relied on a local customer base.

A) IMF placements
B) local managers
C) expatriates
D) third-country nationals

Question 38

All of the following are correct with regard to the impact of age,experience,and education on expatriate managers except:

A) there is universal agreement that degrees in marketing or engineering are the most desirable for expatriate managers.
B) most multinational corporations (MNCs) strive for a balance between age and experience.
C) many companies consider an academic degree, preferably a graduate degree, to be of critical importance to an international executive.
D) there is evidence that younger managers are more eager for international assignments than older managers.

Question 39

There are four basic sources that multinational companies (MNCs)can tap for positions.These are:

A) host-country nationals, third-country nationals, United Nations placements, and International Monetary Fund (IMF) placements.
B) home-country nationals, International Monetary Fund (IMF) placements, inpatriates, and multipatriates.
C) home-country nationals, host-country nationals, International Monetary Fund (IMF) placements, and multipatriates.
D) home-country nationals, host-country nationals, third-country nationals, and inpatriates.

Question 40

Factors used to choose personnel for international assignments are referred to as _____.

A) global placement criteria
B) international selection criteria
C) global selection heuristics
D) international recruitment and selection heuristics

Question 41

An individual who is responsible for ensuring that a firm's business systems are in accord with those of the local culture is a(n)_____.

A) cultural integrator
B) global facilitator
C) international transition specialist
D) global socialization specialist

Question 42

The _____ approach to formulating compensation packages involves working out a special,ad hoc arrangement that is acceptable to both the company and an expat.

A) negotiation
B) balance-sheet
C) localization
D) cafeteria

Question 43

A(n)_____ multinational corporation (MNC)puts home-office people in charge of key international management positions.

A) ethnocentric
B) polycentric
C) multicentric
D) geocentric

Question 44

Which of the following approaches to formulating a compensation package is most commonly used with individuals early in their careers who are being given a long-term overseas assignment?

A) Lump-sum method
B) Cafeteria approach
C) Localization approach
D) Balance-sheet approach

Question 45

Strategies used to help smooth the adjustment from an overseas to a stateside assignment are referred to as _____.

A) readjustment strategies
B) transition strategies
C) changeover strategies
D) progression strategies

Question 46

Which of the following statements is true about localization as an approach to formulating compensation packages?

A) According to Mercer's findings, localization is practiced in Latin America and Asia Pacific more than Europe and North America.
B) Localization is a direct consequence of increasing corporate growth and profitability, as well as a stable economic environment.
C) The increasing trend toward localization reflects companies' efforts to either tap into the local talents or to offer less generous packages to locally hired foreign workers.
D) The trend toward localization failed in emerging markets because the local compensation and benefits packages are more generous than home-country plans.

Question 47

The four basic philosophical positions that multinationals can assume and influence a company's training program are:

A) polycentric, geocentric, multicentric, and ultracentric positions.
B) ethnocentric, globalcentric, regiocentric, and unicentric positions.
C) multicentric, globalcentric, geocentric, and unicentric positions.
D) ethnocentric, polycentric, regiocentric, and geocentric positions.

Question 48

_____ is defined as the process of altering employee behavior and attitudes in a way that increases the probability of goal attainment.

A) Organizing
B) Planning
C) Training
D) Controlling

Question 49

A(n)_____ multinational corporation (MNC)relies on local managers from a particular geographic region to handle operations in and around that area.

A) ethnocentric
B) geocentric
C) ultracentric
D) regiocentric

Question 50

Which of the following multinational corporations (MNCs)places local nationals in key positions and allows these managers to appoint and develop their own people?

A) Globalcentric multinational corporations (MNCs)
B) Polycentric multinational corporations (MNCs)
C) Regiocentric multinational corporations (MNCs)
D) Ethnocentric multinational corporations (MNCs)

Question 51

The most common elements in the typical expatriate compensation package include:

A) base salary, benefits, allowances, incentives, and taxes.
B) base salary, bonuses, stock options, and free housing.
C) base salary, benefits, free housing, and free education for the expatriate's children.
D) base salary, benefits, free travel, free housing, and taxes.

Question 52

Expatriate salaries typically are set according to the base pay of:

A) an index of firms maintained by the United Nations.
B) the home country.
C) the host-country.
D) a neutral third-country determined by the expatriate and his/her company.

Question 53

Traditionally,multinational corporations (MNCs)relied on only one important selection criterion for overseas assignments:

A) training.
B) technical competence.
C) previous experience.
D) education.

Question 54

An approach to developing an expatriate compensation package that involves giving the expat a predetermined amount of money and letting the individual make his/her own decisions regarding how to spend it is referred to as the _____.

A) localization approach
B) cafeteria approach
C) lump-sum method
D) balance-sheet approach

Question 55

An agreement whereby the firm tells the individual how long she or he will be posted overseas and promises to give the individual,on return,a job that is mutually acceptable is a _____.

A) strategic plan
B) human resource plan
C) labor-contract agreement
D) repatriation agreement

Question 56

An allowance may cover a variety of expenses,including all of the following except _____.

A) relocation
B) housing
C) education
D) salary

Question 57

_____ are an expensive feature of expatriate compensation packages.

A) Base salaries
B) Allowances
C) Incentives
D) Taxes

Question 58

A number of thorny issues surround compensation for expatriates,including all of the following except:

A) whether third-country benefits programs should be available to local nationals.
B) whether the home or host country is responsible for the expatriates' social security benefits.
C) whether benefits should be subject to the requirements of the home or host country.
D) which country should pay for benefits?

Question 59

The most common approach to formulating a compensation package of an expat is the _____,which involves ensuring that the expat is "made whole" and does not lose money by taking the assignment.

A) regional system approach
B) balance-sheet approach
C) cafeteria approach
D) localization approach

Question 60

A(n)_____ multinational corporation (MNC)seeks to integrate diverse regions of the world through a global approach to decision making.

A) polycentric
B) ethnocentric
C) geocentric
D) unicentric

Question 61

"Learning organizations" continually focus on activities such as _____.

A) planning and development
B) organizing and controlling
C) training and development
D) planning and organizing

Question 62

_____ multinational corporations (MNCs)do all of their training at their headquarters.

A) Multicentric
B) Regiocentric
C) Polycentric
D) Ethnocentric

Question 63

_____ is the belief that one's own way of doing things is superior to that of others.

A) Polycentrism
B) Geocentrism
C) Ethnocentrism
D) Regiocentrism

Question 64

_____ training programs are created for the specific needs of the participants involved.

A) Generic
B) Standardized
C) Tailor-made
D) Universal

Question 65

Training programs are useful in preparing people for overseas assignments for many reasons.These reasons can be put into two general categories which are _____.

A) organizational and personal
B) economic and philosophical
C) personal and impersonal
D) financial and psychological

Question 66

_____ is the acquisition of skills,knowledge,and abilities that results in a relatively permanent change in behavior.

A) Learning
B) Development
C) Motivation
D) Controlling

Question 67

Identify and explain the different sources that multinational corporations can use in their recruiting and selection procedures.

Question 68

What is a cultural assimilator? What do cultural assimilators try to accomplish?

Question 69

A(n)_____ is a programmed learning technique that is designed to expose members of one culture to some of the basic concepts,attitudes,role perceptions,customs,and values of another.

A) cultural assimilator
B) ethnocentric regulator
C) educational regulator
D) developmental assimilator

Question 70

Research shows that small firms undertaking international business generally rely on _____.

A) standard training programs
B) strategic alliances
C) trade zones
D) uniform commercial codes

Question 71

_____ is common in many large multinational corporations (MNCs)where managers believe that the home office's approach to doing business can be exported intact to all other countries because this approach is superior to anything at the local level.

A) Regiocentrism
B) Ethnocentrism
C) Geocentrism
D) Polycentrism

Question 72

Which of the following terms refers to the quality of being effective and producing the desired results?

A) Capacity
B) Validity
C) Reliability
D) Stability

Question 73

Describe what is meant by the term training.What factors influence a company's approach to training?

Question 74

Identify the criteria that would influence a multinational corporation in the selection of an individual for an international assignment.

Question 75

Discuss the various approaches that can be used to formulate a compensation package.