Question 1

Using third-country nationals
A) eliminates misunderstandings with local employees.
B) eliminates conflicts with the host country's government.
C) is a widespread practice among European firms.
D) decreases the opportunities for promotion.
E) is the transfer of parent company managers to an international assignment.

Accepted Answer

Third-country nationals (TCNs) are foreigners who are neither citizens of the host country nor the country where the parent company is headquartered. The use of TCNs is a widespread practice among European firms because it enables the company to carry out international operations without exposing itself to local political risks and avoids misunderstandings that may arise when working with local employees. TCNs may also have more transferable skills and be more willing to move than employees from the parent company, making them a desirable option for international assignments.

Question 2

To improve organizational learning, many multi-national corporations are providing their managers with international assignments as long as five years.

Accepted Answer

Multi-national corporations are providing their managers with international assignments as long as five years to improve their cross-cultural training and understanding, which in turn improves organizational learning.

Question 3

Executive recruiters have reported that more major corporations are
A) now requiring candidates to have international experience.
B) eliminating international assignments.
C) de-emphasizing the need for international experience.
D) eliminating stealth expatriate positions.
E) replacing executives with accidental expats.

Accepted Answer

The passage states that executive recruiters are reporting that more major corporations are now requiring candidates to have international experience.

Question 4

Within a year of returning home, 25% of expats
A) leave the company to join a competitor.
B) get promoted.
C) take a headquarters position.
D) take another international assignment.
E) mentor other expats.

Accepted Answer

The answer of Within a year of returning home, 25%...

Question 5

When designing a plan for repatriation,
A) communication should begin as soon as the manager returns home.
B) it should always include details of the next international assignment.
C) the employee should be involved in how he or she would like to incorporate the skills learned at the home office.
D) little of the experience should be shared during the assignment.
E) the plan should be generic enough to apply to all expatriates.

Accepted Answer

Involving the employee in how they would like to incorporate the skills learned at the home office is important, as it allows them to consider their professional development and potential career growth within the company. It also helps to ensure that the skills and knowledge gained during the international assignment are effectively utilized upon repatriation. Communication should also begin early, but not necessarily as soon as the manager returns home. Details of the next international assignment may not be relevant for all employees, and the plan should be tailored to each individual, rather than generic. Little of the experience should not be shared during the assignment, as sharing experiences and learning from them is a crucial aspect of personal and professional growth.

Question 6

Research indicates that corporations using cross-national teams, whose members have international experience and communicate frequently with overseas managers, have greater product development capabilities.

Accepted Answer

Research has shown that corporations using cross-national teams with international experience and frequent communication with overseas managers have higher levels of product development capabilities.

Question 7

When should an organization begin communication to discuss the repatriation process?
A) when the expat accepts the assignment
B) 6 months prior to the end of the assignment
C) when the expat returns home
D) 6 months after the expat returns home
E) when the expat arrives at the foreign assignment

Accepted Answer

Beginning communication about the repatriation process six months prior to the end of the assignment allows for ample time to discuss expectations, logistics, and potential challenges.

Question 8

Which of the following is not a recommendation to improve the entire expat process?
A) Keep reasons for international assignments broad.
B) Assign mentors in both the home country and the host country.
C) Develop a means of maintaining open, frequent communication throughout the process.
D) Design a plan for repatriation.
E) Develop an approach for sharing the international experience within the company.

Accepted Answer

Keeping reasons for international assignments broad is not a recommendation to improve the entire expat process. The other options listed are all important recommendations for improving the expat process.

Question 9

The danger in using primarily foreign nationals to staff managerial positions in subsidiaries is the increased likelihood of suboptimization.

Accepted Answer

When a company relies too heavily on foreign nationals for managerial positions in subsidiaries, there is a risk of suboptimization. This is because these managers may not fully understand the local culture and market, leading to decisions that are not in the best interests of the subsidiary or the company as a whole. Additionally, relying on a homogeneous group of managers can lead to groupthink and a lack of diverse perspectives, further increasing the risk of suboptimal decisions.

Question 10

To improve organizational learning, many multi-national corporations are providing their managers with international assignments as long as five years.

Accepted Answer

Providing managers with international assignments allows them to gain cross-cultural experience, develop diverse skill sets, and bring back best practices to the organization, which can improve organizational learning. A longer assignment period also allows managers to fully immerse themselves in the new culture and establish strong relationships, leading to even greater knowledge transfer upon their return.

Question 11

Employees who are sent on international assignments by their firms are known as
A) commuters.
B) expatriates.
C) stealth employees.
D) telecommuters.
E) executives.

Accepted Answer

Employees who are sent on international assignments by their firms are known as expatriates.

Question 12

The vast majority of companies select employees for an international assignment based on their
A) language skills.
B) ability to adapt.
C) cultural sensitivity.
D) technical expertise.
E) position in the organization.

Accepted Answer

The question mentions that "the vast majority of companies" select employees based on a certain criterion. While language skills, adaptability, and cultural sensitivity are important factors for international assignments, the phrase "vast majority" suggests that there is one primary factor that stands out. Based on this, technical expertise is often the most important factor when selecting employees for international assignments, as it ensures that the individual can perform the tasks required of them in the new location.

Question 13

Suboptimization in the MNC refers to
A) the local subsidiary ignoring the needs of the larger parent company.
B) the parent company ignoring the needs of the local subsidiary.
C) the parent company failing to hire local managers.
D) the local subsidiary being staffed by all expatriates.
E) the ease of the MNC in meeting its worldwide objectives.

Accepted Answer

Suboptimization occurs when a local subsidiary within the MNC focuses only on its individual goals and ignores the overall goals of the larger parent company. This can result in inefficiencies and conflicts within the organization.

Question 14

Nationalistic governments tend to be placated by organizations that choose to hire
A) general managers with local experience.
B) home country managers.
C) managers with general international experience, but not from the host country.
D) fewer local managers.
E) parent company managers.

Accepted Answer

Nationalistic governments are more likely to be appeased by organizations that hire general managers with local experience, as this demonstrates a commitment to the local economy and culture.

Question 15

Most human resource managers fail to develop the training necessary for international assignments because
A) most have not worked abroad themselves and have little understanding of the unique challenges of these positions.
B) most think this training is unnecessary.
C) the financial resources are not available.
D) the time is too limited for extensive training to be delivered before the assignment.
E) cultural training resources and experts are not available to the firm.

Accepted Answer

Most human resource managers have not worked abroad themselves and have little understanding of the unique challenges of international assignments. Therefore, they may not realize the importance and necessity of providing proper training for such assignments.

Question 16

The likelihood that an expat will return home early is increased by
A) the perceived lack of organizational support for international assignments.
B) the emphasis on cultural training.
C) an inability to speak the language.
D) interpersonal conflicts with host country employees.
E) a lack of fit with the technical skills of the job.

Accepted Answer

Perceived lack of organizational support for international assignments can create a sense of isolation and hardship for expats, which can lead to an increased likelihood of returning home early. This includes factors such as inadequate preparation, insufficient support while on assignment, and inadequate career planning upon return. The other options may contribute to the likelihood of returning home early, but to a lesser extent in comparison to the lack of organizational support.

Question 17

Only ________ of human resource managers have ever worked abroad, so most have little understanding of a global assignment's unique personal and professional challenges and thus fail to develop the training necessary for such an assignment.
A) 11%
B) 21%
C) 51%
D) 41%
E) 31%

Accepted Answer

The question states that "Only ________ of human resource managers have ever worked abroad," and provides answer options of 11%, 21%, 51%, 41%, and 31%. The correct answer is A) 11% because it is the option that best fits the blank in the statement.

Question 18

Which of the following is not true of global MNCs?
A) Global MNCs emphasize international experience.
B) Global MNCs have a greater number of senior managers who have been expatriates.
C) Global MNCs have a strong focus on leadership development through the expat experience.
D) To improve organizational learning, many MNCs are providing expats with five year assignments.
E) Less emphasis is being placed on intercultural training for managers being sent on overseas assignments.

Accepted Answer

The statement "Less emphasis is being placed on intercultural training for managers being sent on overseas assignments" is not true of global MNCs. In fact, intercultural training is a crucial aspect of preparing managers for overseas assignments and ensuring their success in diverse cultural environments.

Question 19

Cross border commuters are known as stealth expatriates.

Accepted Answer

Cross border commuters work in a different country than their home country, but they still maintain their residence and ties in their home country, similar to expatriates. Hence, they are also known as "stealth expatriates."

Question 20

The reasons cited for a large percent of expats sent abroad who return home early are
A) failure to learn the language and difficult job responsibilities.
B) difficulties adjusting to the culture and the language.
C) job dissatisfaction or difficulties adjusting to a foreign country.
D) job dissatisfaction and lack of technical skills.
E) lack of technical skills and inability to fulfill job responsibilities.

Accepted Answer

Job dissatisfaction or difficulties adjusting to a foreign country are cited as common reasons for expats returning home early, according to the sentence. A and E are partially correct in mentioning job responsibilities and technical skills, but they are not the primary reasons cited in the sentence. B is similar to C but does not mention job dissatisfaction as a specific reason.

Quiz 9: Strategy Implementation: Global Strategy

Using third-country nationals

To improve organizational learning, many multi-national corporations are providing their managers with international assignments as long as five years.

Executive recruiters have reported that more major corporations are

Within a year of returning home, 25% of expats

When designing a plan for repatriation,

Research indicates that corporations using cross-national teams, whose members have international experience and communicate frequently with overseas managers, have greater product development capabilities.

When should an organization begin communication to discuss the repatriation process?

Which of the following is not a recommendation to improve the entire expat process?

The danger in using primarily foreign nationals to staff managerial positions in subsidiaries is the increased likelihood of suboptimization.

To improve organizational learning, many multi-national corporations are providing their managers with international assignments as long as five years.

Employees who are sent on international assignments by their firms are known as

The vast majority of companies select employees for an international assignment based on their

Suboptimization in the MNC refers to

Nationalistic governments tend to be placated by organizations that choose to hire

Most human resource managers fail to develop the training necessary for international assignments because

The likelihood that an expat will return home early is increased by

Only ________ of human resource managers have ever worked abroad, so most have little understanding of a global assignment's unique personal and professional challenges and thus fail to develop the training necessary for such an assignment.

Which of the following is not true of global MNCs?

Cross border commuters are known as stealth expatriates.

The reasons cited for a large percent of expats sent abroad who return home early are