Deck 7: International Training,Development and Careers

Question 1

A byproduct of working in an international team is becoming culturally aware.

Answer 1

True

Question 2

Chinese nationals are unwilling to accept English as a business language.

Answer 2

False

Question 3

Non-expatriates are given the same cross culture training as expatriates.

Answer 3

False

Question 4

An international assignment,in itself,is an important training and development tool.

Question 5

A repatriate may experience re-entry shock to the home country and may require training.

Question 6

Language problems are largely viewed as mechanical and manageable problems that can be readily solved.

Question 7

A preliminary visit to a country is considered a necessary part of the selection process of any type of expatriate assignment and by all countries.

Question 8

There is an increasing interest in all aspects of training and development with a focus on practices in the economic super power China.

Question 9

Presently,MNEs place little priority on providing pre-departure training for spouses and family.

Question 10

It is a wise policy for MNEs to encourage expatriate to travel to exotic locations during holidays.

Question 11

Work-related information exchanges are part of any expatriate assignment.

Question 12

Culture awareness training is the most common form of pre-departure training.

Question 13

Employees accepting international assignments can have cultural shock entering a host country and a cultural shock returning to home organizations.

Question 14

Most expatriates are hired internally.

Question 15

HCNs may not be regarded as "genuine" expatriates as they are not trained in the same manner.

Question 16

More multinationals are now expanding their pre-departure training programs to include programs for the spouse and family.

Question 17

Relocation specialist provides practical assistance to expatriates.

Question 18

An immersion approach to cross culture training would include role playing and stress reduction training.

Question 19

Expatriates are often used for training because of a lack of suitably trained staff in the host locations.

Question 20

Professor Tung revised her recommendations for cross culture training,so that now she feels that there should be more emphasis in foreign language training.

Question 21

Components of pre-departure training programs include all of the following Except:

A) Cultural awareness training
B) Practical assistance
C) Language instruction
D) Technical refresher training

Question 22

Disregarding the importance of foreign language skills may reflect ___________assumptions.

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

Question 23

A major objective of intercultural training is:

A) To make the assignee an expert in the host country
B) To help people cope with unexpected events in a new culture
C) To create a concern on the part of the assignee so they take the assignment seriously
D) Get the assignee through the first week or so of the assignment

Question 24

One technique useful in orienting any international employee is a/an:

A) Interview with a host national
B) Preliminary visit to the host country
C) Review of the country or region in the news
D) Selection of readings about the history of the host country

Question 25

What is the most common form of pre-departure training?

A) Language
B) Culture awareness
C) Practical assistance
D) Exchange rate

Question 26

The returning repatriate will usually get a promotion upon reentry.

Question 27

Children do not have a difficult re-entry problem when returning home.

Question 28

If an expected level of interaction with local host country employees is low and similarity between the parent and the host country is high,the length of cross culture training would be:

A) Less than 1 week
B) 2 weeks
C) 4 weeks
D) 3 months

Question 29

Multinationals are reinforcing the notion of a protean and boundaryless careers when they do not guarantee repatriates positions upon re-entry.

Question 30

A multinational builds it stock of human resources or human capital by:

A) Training and development activities
B) Buying stock in another company
C) Hiring from competitors
D) Keeping up with trends of hiring

Question 31

The repatriate's new position usually devalues the overseas experiences.

Question 32

An indication of how important training and development has become in multinationals is reflected in that they have:

A) Established their own universities
B) Stolen employees from competitors
C) Required college degrees for all employees
D) Increased their training budgets even during periods of economic decline

Question 33

A boundaryless careered person is committed to the multinational company and not one's own career.

Question 34

Preliminary visits to the host country:

A) Encourages more informed pre-department preparations
B) Is a perk in the recruitment process
C) Is discouraged in European countries
D) Is too expensive to be considered

Question 35

Which language is considered the language of World Business?

A) Mandarin Chinese
B) Spanish
C) English
D) French

Question 36

Repatriates working in a foreign location may have role conception and role behavior conflicts which are influenced by the cultural differences when they return home.

Question 37

A useful way for employees to gain a broader perspective of an MNE is:

A) Matrix structures
B) Job rotations
C) Short-term assignments
D) Commuter

Question 38

Firms with career development planning have a higher rate of repatriate turnover.

Question 39

Language skills are important in terms of:

A) Employee personal development
B) Travel and dining abilities
C) Recruitment and selection process
D) Task performance and cultural adjustment

Question 40

Cost reduction or containment is an important driver in international assignment trends.

Question 41

Sponsor or Mentors:

A) Facilitate the smooth transition into a foreign assignment
B) Are responsible for keeping the expatriate in touch with the changing conditions at home
C) Provide in-depth information on host country conditions
D) Often travel with the expatriate

Question 42

Home leave and exotic vacations are included in the following phase of repatriation:

A) Pre departure phase
B) Recruitment and selection phase
C) During the assignment phase
D) Upon return phase

Question 43

The benefits of international teams include:

A) Lower payroll cost and reducing turnover
B) Breaking down functional and national boundaries,enlarging communication flows
C) Standardizing inputs into decisions,problem solving strategies and providing uniform strategic assessments
D) Building formal control by way of policies and procedures

Question 44

Guarantee of a position at home upon completion of an overseas assignment were only given in one country as reported in a survey by Tung-Arthur Anderson in 1997.That country is:

A) USA
B) Japan
C) Germany
D) UK

Question 45

A sub-set form of an international team is a/an:

A) Expatriate
B) TCN
C) Virtual team
D) Commuter

Question 46

The final stage in the expatriation process is:

A) Inpatriate
B) Repatriation
C) Transpatriation
D) Counterpatriation

Question 47

Repatriation:

A) Is the activity of bringing the expatriate back to the home country
B) Is one who works and temporally resides in a foreign country
C) Is a business traveler who performs tasks in a foreign country and then returns
D) Is a second expatriate assignment to the same location

Question 48

Training and development is a critical component of an international assignee because:

A) Expatriates are trainers,part of the transfer of knowledge across units
B) Expatriates are not expected to ensure that systems and processes are adopted
C) Expatriates do not rely on assignments for developmental purposes
D) Expatriates are expected to return to the host country and train parent company employees

Question 49

A repatriate can encounter the following career anxiety job related factors EXCEPT:

A) Loss of visibility an isolation
B) No post-assignment guarantee
C) Culture shock
D) Workplace changes

Question 50

This type of employee may comprise the largest contingent of employees in international businesses

A) Expatriate
B) Non expatriate
C) Inpatriate
D) TCN

Question 51

International expertise is an outcome of

A) Cross-cultural training
B) MNE sponsored universities
C) Practical assistance
D) International assignments

Question 52

Along with expected financial gains,the primary motive for accepting an international assignment is

A) Knowledge
B) Travel
C) Career advancement
D) Need

Question 53

Expatriates appearing to have greater job satisfaction during and after their international assignment had:

A) Preliminary visits
B) Language classes
C) Integrated cross-cultural training
D) Higher compensation

Question 54

The repatriation process is accomplished by three phases,all which are included below EXCEPT:

A) Pre-departure
B) Recruitment and selection
C) During the assignment
D) Upon return

Question 55

There is a continuing pressure from developing countries for:

A) PCN transfers
B) Effective pre-departure training
C) Long term assignments
D) Localization of training and development initiatives

Question 56

The components of a pre-departure training referred to as "practical assistance" :

A) Provides information that assist in relocation
B) Provides money for transportation
C) Consist solely of language training
D) Is seldom provided to expatriates

Question 57

The employee who trains the HCN is usually:

A) A line manager
B) At headquarters
C) An expatriate
D) An inpatriate

Question 58

The "affective approach" to training partially consists of:

A) Cultural briefings and area briefings
B) Field experiments and simulations
C) Role-playing and case studies
D) Survival level language training and sensitivity training

Question 59

If the multinational is in the process of a major restructuring,the aftermath of a merger or acquisition or sale of a division can result in:

A) Job shedding
B) Bankruptcy
C) New factory building
D) Matrix

Question 60

Organizations seem to have a lower rate of repatriate turnover when:

A) A firm is downsizing
B) Bonuses are given upon reentry
C) An employee is married
D) Firm provides career development planning

Question 61

What are the three main reasons for the multination to have a well-designed repatriation process?

Question 62

Even though language usually falls in importance behind cross culture training,what are some of the advantages of the expatriate being fluent in the host and parent language?

Question 63

Visible and concrete expression of the repatriate value to the firm can be accomplished by all of the following EXCEPT:

A) Promotion
B) Public ceremonies
C) Completion bonus
D) Private congratulations

Question 64

What is the purpose of preliminary visit to a host county and what are some of the outcomes of such a visit?

Question 65

What are the three steps of the repatriate process?

Question 66

What skills and knowledge are acquired through a typical international assignment?

Question 67

What should be covered in a formal repatriation program?

Question 68

Boundaryless careerists are:

A) Highly qualified mobile professionals
B) Careers that consist of a job for life
C) Self-employed contract workers
D) Jobs generated by a multinational

Question 69

What are the benefits of using international teams?

Question 70

What is a main reason for multinationals to hire an "international itinerants?"

A) Higher control of activities
B) Elimination of repatriation activities
C) Higher firm knowledge
D) Foreign country knowledge of customs

Question 71

What kind of position can the repatriate most likely expect upon re-entry:

A) Promotion
B) No position
C) Same position
D) Lateral position

Question 72

What are the four components of pre-departure training programs that contribute to a smooth transition to a foreign location? Discuss each in turn.

Question 73

Discuss the components of the Mendenhall,Dunbar and Oddou cross cultural training model.What are the components of the model and how does the training approach relates to each component?

Question 74

It was calculated by Black and Gregersen that a US multinational will spend ________on each expatriate over the duration of the assignment:

A) No more than a regular employee
B) $ 500,000
C) Two million dollars
D) One million dollars

Question 75

When a repatriate returns to the home office what kind of challenges do they face? What kind of position awaits the returning employee?