Question 1

Particular behavioral skills that have been found to enhance a virtual team's ability to function effectively include virtual-collaboration behaviors, virtual-socialization behaviors, and virtual-
A)Interpersonal behaviors.
B)Etiquette behaviors.
C)Communication behaviors.
D)Work process behaviors.

Accepted Answer

The question asks for specific behavioral skills, and the options provided focus on specific types of behaviors. Among the options given, virtual-communication behaviors are most likely to directly impact a virtual team's ability to function effectively. While virtual-collaboration and virtual-socialization behaviors may also play a role, they are more likely to be influenced by the effectiveness of virtual communication. Virtual-interpersonal and virtual-etiquette behaviors are more general and less specific to virtual teams. Virtual-work process behaviors may be important, but the question asks for skills related to behavior rather than processes.

Question 2

For effective management of the expatriate assignment, organizations should consider in their planning efforts, in addition to the actual foreign experience phase, the importance of the pre-departure phase and eventual repatriation phase.

Accepted Answer

It is important for organizations to consider the pre-departure phase and eventual repatriation phase in their planning efforts in order to effectively manage the expatriate assignment.

Question 3

To increase the expatriate's enthusiasm and commitment toward the expatriate assignment, he or she should be advised about the definite promotion and career advancement opportunities within the organization that will be offered upon successful completion of the international assignment.

Accepted Answer

The answer of To increase the expatriate's enthusiasm and commitment...

Question 4

Perceived organizational support can be greatly increased by assisting spouses and partners in obtaining appropriate employment opportunities consistent with their qualifications and career goals.

Accepted Answer

When organizations assist spouses and partners in obtaining appropriate employment opportunities, it demonstrates a commitment to the well-being of employees and their families, leading to increased perceptions of organizational support.

Question 5

In the final stage of the international adjustment process where effective adjustment to the foreign assignment has been achieved, the expatriate returns to the same overall level of performance capability as before the international assignment.

Accepted Answer

While many expatriates may return to their previous level of performance capability, it is not a guarantee. Some expatriates may experience long-term effects of their international assignment, such as changes in work style, values, or communication preferences that can impact their performance upon returning home.

Question 6

Both the extent of performance debilitation and length of time for effective adjustment can differ from one person to another and from one international assignment to another.

Accepted Answer

This statement is true as the extent of performance debilitation and length of adjustment can vary depending on various factors such as the individual's personal and professional background, cultural differences, language barriers, job requirements, and the duration and location of the international assignment. Therefore, it is important to provide adequate support and resources to help employees navigate the challenges of working in a new cultural and professional environment.

Question 7

To maintain an effective immediate focus on present performance success, ongoing support during the expatriate assignment in the form of coaching and mentoring should avoid considerations about future career planning.

Accepted Answer

Ongoing support during an expatriate assignment in the form of coaching and mentoring should include considerations for future career planning to ensure a smooth transition and continued success after the assignment ends. Ignoring or avoiding future planning can lead to uncertainty and disengagement.

Question 8

A recently returned expatriate's perceived underutilization and lack of appreciation for his or her past experience and new skills can be very demoralizing and serve as a prompt for the returned expatriate to leave the organization.

Accepted Answer

This is true because if a recently returned expatriate feels that their skills and experience are not being utilized or appreciated in the organization, they may feel undervalued and seek other opportunities elsewhere. This can lead to a high turnover rate among returned expatriates if their skills and experience are not recognized and utilized effectively by the organization.

Question 9

For successful expatriate repatriation and long-term retention, careful thought should be given to repatriation in all phases of the international assignment, from initial assignment selection and preparation to eventual return from the foreign assignment.

Accepted Answer

This statement is true, as successful repatriation and retention require ongoing consideration and planning throughout the entire international assignment process. It is not just something that can be addressed at the end of the assignment.

Question 10

In assessing the overall success of an expatriate's foreign assignment the focus should be only upon what is accomplished during the experience abroad.

Accepted Answer

The overall success of an expatriate's foreign assignment should also consider the impact of the experience on their personal and professional development, as well as the skills and knowledge they bring back to their home country. Factors such as cultural adaptation, networking, and knowledge transfer should also be taken into account.

Question 11

Re-entry training for expatriates and their families can be beneficial for enhancing adjustment upon return from the international assignment.

Accepted Answer

Re-entry training provides expatriates and their families with the necessary support, resources, and information they need to adjust to their home culture after living abroad. This training can improve their readjustment process and decrease the likelihood of experiencing reverse culture shock.

Question 12

Field research on women expatriates suggests that they generally have a lower probability of success in international assignments than their male counterparts.

Accepted Answer

Research indicates that women expatriates often perform as well as or better than their male counterparts in international assignments. They tend to have strong interpersonal skills, which are crucial for success in diverse cultural environments.

Question 13

Women in international assignments tend to be more socially isolated than their male counterparts, often lacking formal and informal forms of support from their organizations, such as in the form of mentors and professional networks.

Accepted Answer

Studies have shown that women are often more socially isolated than men when on international assignments, and may not have the same level of support from their organizations as men do. This can affect their overall success and well-being in their positions.

Question 14

Whereas mentoring is important for the successful repatriation of all expatriates, it can be particularly so for men who often find less ready access to informal networks and mentoring relationships in organizations.

Accepted Answer

Research and literature on expatriation and repatriation often suggest that women may face more significant challenges in accessing informal networks and mentoring relationships within organizations due to gender biases and stereotypes, making mentoring particularly important for them.

Question 15

The design of an inpatriate's overall compensation package should be considered carefully to ensure its ability to encourage an ongoing commitment in the inpatriate assignment, yet not lead to subsequent displeasure in returning to his or her home country where the local compensation level and standard of living are attractive.

Accepted Answer

The statement correctly outlines the importance of designing an inpatriate's compensation package in a way that balances the needs of the inpatriate's assignment with their eventual return to their home country.

Question 16

Due to pre-assignment familiarity, regional and nearby TCN assignments tend to generate minimal stress and challenges to adjustment, and they tend to require minimal planning and ongoing support for a successful international assignment.

Accepted Answer

Regional and nearby TCN (Third Country National) assignments can still present significant stress and challenges due to cultural, legal, and operational differences between the home country and the host country. Even within the same region, countries can vary greatly, necessitating thorough planning and ongoing support for a successful international assignment.

Question 17

A critical success factor for the management of a group or team of employees on a distance basis across national boundaries, with occasional visits for direct interactions, is the development of mutual trust.

Accepted Answer

When managing a team remotely across national borders, it can be challenging to establish and maintain trust. Thus, the development of mutual trust is a critical success factor for effective team management.

Question 18

In establishing clear ground rules, expectations, and mutual trust among those involved in virtual expatriate assignments, it is recommended that shorter and less-frequent contact be made in person in the beginning of the assignment, with a gradual decrease of team management on a distance basis.

Accepted Answer

Effective management of virtual expatriate assignments typically involves establishing clear ground rules, expectations, and mutual trust through regular, frequent contact initially, often leveraging technology for virtual meetings, and then potentially adjusting the frequency of contact based on the team's needs and the progress of the assignment. Establishing a strong foundation of communication and trust early on is crucial for the success of virtual assignments.

Question 19

The virtual expatriate manager should take time during foreign site visits to discuss as openly and candidly as possible ways to improve the quality of the distance work processes and interactions, including methods of communication.

Accepted Answer

Discussing ways to improve distance work processes and communication during foreign site visits can help enhance the effectiveness of virtual expatriate management.

Question 20

A particular challenge may come for virtual expatriates who have employee teams in different countries and need sensitivity and flexibility in managing these different cultural groups, both remotely and in person, according to their differing needs and preferences.

Accepted Answer

Virtual expatriates may face challenges in managing culturally diverse employee teams remotely and in person, and need to be sensitive and flexible to meet their differing needs and preferences.

Quiz 8: Managing International Assignments

Particular behavioral skills that have been found to enhance a virtual team's ability to function effectively include virtual-collaboration behaviors, virtual-socialization behaviors, and virtual-