Question 1

Less than 40 percent of all companies give their expatriate employees cross-cultural training prior to departure.

Accepted Answer

The answer of Less than 40 percent of all companies...

Question 2

US companies increasingly want their managers to have international experience. In some cases, it is essential for moving up the corporate ladder.

Accepted Answer

As the world becomes more globalized, US companies are seeking managers who have experience working in international markets. This experience is often seen as essential for those looking to move up in the corporate hierarchy, as it demonstrates an ability to work effectively with diverse teams and understand different cultural and business practices.

Question 3

There is a trend toward shorter overseas assignments when posting expatriates.

Accepted Answer

This statement is true according to current trends in the field of global mobility and many companies are offering shorter overseas assignments to their expatriates.

Question 4

Self-focused training programs work best for Chinese managers.

Accepted Answer

Cultural differences suggest that Chinese managers may benefit more from collective or team-oriented training programs due to the collectivist nature of Chinese culture, which values group harmony and collective success over individual achievement.

Question 5

In Korea, a job interview can be conducted using a team approach and the line of questioning can venture into the personal life of the candidate.

Accepted Answer

In Korea, it is common for multiple interviewers to conduct a job interview and they may ask personal questions to learn more about the candidate's character and personality.

Question 6

The biggest drawback with PCNs is their limited grasp of local cultures and business practices.

Accepted Answer

PCNs (Parent-Country Nationals) typically come from a different country with different cultural and business practices, which could result in a lack of understanding and effectiveness in local settings.

Question 7

Once abroad, PCNs are referred to as inpatriates.

Accepted Answer

Once abroad, PCNs are referred to as expatriates, not inpatriates. Inpatriates are employees from foreign countries who work for a company's domestic operations.

Question 8

A(n) ________________ philosophy places human resource management control in the hands of the foreign subsidiary, while the home office still makes broad strategic decisions.

Accepted Answer

In a polycentric philosophy, the management of human resources is decentralized and given to the local subsidiary, while strategic decisions are still made by the home office. This approach is often used in a multinational corporation where local subsidiaries are given autonomy to adapt to local markets and cultures.

Question 9

A bank facing strong local competition in an overseas branch is likely to use which staffing strategy?

Accepted Answer

When facing strong local competition in an overseas branch, a bank is likely to use a host-country nationals staffing strategy. This is because these employees have local knowledge, understand the local culture, and can better adapt to the local market. Additionally, they tend to be less expensive than expatriates, and the bank can benefit from a positive image by contributing to local employment.

Question 10

Sending inpatriates to the home-country locations can be beneficial because

Accepted Answer

Sending inpatriates to the home-country locations can provide them with several benefits. They can learn specific skills and procedures that are unique to the home country operations, which can help them perform better in their roles. In addition, it can socialize them into the company culture and help them build relationships with colleagues and stakeholders in the home country. These benefits can ultimately help improve inpatriates' performance and enhance their overall effectiveness in the organization.

Question 11

Employees who are sent from a foreign subsidiary to the home country offices are called

Accepted Answer

Employees who are sent from a foreign subsidiary to the home country offices are called inpatriates. Transfers refer to movement within a company's locations, expatriates are employees sent from home country to work in foreign subsidiary, and parent-country nationals are employees from the home country who work in their own country's subsidiary.

Question 12

Managers in which group are most likely to be chosen for their potential and ability, regardless of their nationality?

Accepted Answer

International cadre refers to a group of managers who are chosen for their potential and ability, regardless of their nationality, and are developed and groomed for positions of high responsibility. Hence, they are most likely to be chosen based on merit rather than nationality.

Question 13

Firms that effectively manage their international human resources are typically

Accepted Answer

Firms that effectively manage their international human resources are able to identify new business opportunities around the world, avoid violating cultural norms, retain satisfied and committed overseas staff, and adapt to the changing business environment worldwide. Therefore, all of these answer choices are correct.

Question 14

Some companies are reluctant to hire host-country nationals for top management positions because

Accepted Answer

Hiring host-country nationals for top management positions may dilute a company's ability to control foreign operations or maintain a unified corporate culture. This is because host-country nationals may have different cultural values or perspectives that may conflict with the company's culture or global strategy. Additionally, they may have existing relationships or loyalties within the local market that could compromise the company's interests. Therefore, some companies may prefer to hire expatriates for top management positions to maintain greater control and consistency across their international operations.

Question 15

_________________ provide(s) a broad framework of what constitutes acceptable international human resource practices.

Accepted Answer

International human resource philosophy and core policies provide a framework for acceptable international human resource practices. This includes guidelines for issues such as compensation, benefits, training and development, performance management, and employee relations. Corporate strategy, government policy, cultural behavior, and the CEO may also have an impact on these practices, but they do not provide a comprehensive framework for them.

Question 16

Cultural difference between a parent company and subsidiary locations can

Accepted Answer

Cultural differences between a parent company and subsidiary locations can make it difficult to promote needed organizational change. This is because different cultures have different values and practices, which can create resistance to change and make it hard to communicate new ideas effectively.

Question 17

Inpatriates are typically HCNs who are brought to the multinational's parent country to fill a temporary assignment lasting from months to 2 years

Accepted Answer

Inpatriates are indeed HCNs (host country nationals) who are brought to the multinational's parent country for a temporary assignment. The duration of such assignments may vary from a few months up to two years.

Question 18

Chinese firms tend to emphasize previous performance, technical skills, and a desire to be assigned overseas when choosing expatriates.

Accepted Answer

Chinese firms prioritize political sensitivity, adaptability, and family situation over previous performance, technical skills, and a desire to be assigned overseas when selecting expatriates.

Question 19

U.S. firms tend to experience more expatriate failure than their European or Japanese counterparts.

Accepted Answer

Studies have shown that U.S. firms have higher rates of expatriate failure, often due to a lack of preparation and support for their employees and families in the new country. European and Japanese firms tend to have lower rates of expatriate failure due to their emphasis on extensive preparation and support programs for their employees.

Question 20

Companies with a highly trained, flexible, and motivated international workforce may have an important strategic advantage over competitors.

Accepted Answer

An international workforce with these characteristics can bring diverse perspectives and skills, adapt to changing market conditions and contribute to innovation, giving the company a competitive edge.

Quiz 11: Building an Effective International Workforce