Question 1

The failure of companies to have effective repatriation plans has resulted in returning employees leaving the companies soon after returning home.What is a key reason for their departures from the organizations?

Accepted Answer

Returning employees often feel a sense of diminished status as they are no longer in the exciting and unique environment they once were. This can lead to them feeling undervalued and unimportant, resulting in their decision to leave the organization.

Question 2

Managers tend to be more autocratic,or participative,depending on their country of origin.On a continuum from autocratic to participative,where do Japanese managers fit?

Accepted Answer

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Question 3

What method of performance evaluation is gaining favour among global firms concerning expatriates?

Accepted Answer

360-degree appraisal is gaining favor among global firms concerning expatriates as it provides a comprehensive evaluation from multiple sources, including supervisors, peers, subordinates, and the expatriate themselves. This method allows for a more well-rounded assessment of an expatriate's performance and potential for future international assignments.

Question 4

What serious issue is related to expatriate compensation?

Accepted Answer

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Question 5

When companies are making repatriation plans for their international workers,what should they focus on?

Accepted Answer

Companies should focus on ensuring that there is appropriate employment in the home country for the repatriated worker. This includes identifying suitable job opportunities, providing training or development to ensure a smooth transition back into the home country's work culture, and ensuring that the worker is compensated fairly for their skills and experience. While replacing the expatriate with home-country nationals and finding a new international assignment are also important considerations, these are not the primary focus of repatriation plans. Reducing job responsibilities may also not be necessary if the worker is able to find suitable employment in their home country.

Question 6

When companies commence operations in foreign countriese,how do they usually set their wage rates?

Accepted Answer

Companies typically set their wage rates at or slightly higher than the prevailing wage for local companies in order to attract and retain talented employees, and to ensure competitiveness in the local labor market. Additionally, offering higher wages can help companies establish a positive reputation and enhance their brand image.

Question 7

What is the primary reason for an expatriate to fail his or her assignment?

Accepted Answer

The primary reason for an expatriate to fail their assignment is typically due to their family's inability to adapt to the new environment. This can lead to the expatriate feeling lonely, stressed, and distracted from their work duties. Therefore, family support is crucial for a successful expatriate assignment.

Question 8

Wat must be in place to get employees to consent to international assignments?

Accepted Answer

Health care comparable to what's available in their home countries is a key factor in getting employees to consent to international assignments.

Question 9

Which statement reflects the loyalty of North American employees when compared to Japanese employees?

Accepted Answer

North American employees are generally perceived to have less loyalty to their organizations compared to Japanese employees, who often have a cultural expectation of long-term commitment to their employers.

Question 10

Which method of pay is quite common on a global scale?

Accepted Answer

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Question 11

Home-country nationals must carefully prepare for their international assignments.What is the LEAST helpful item to learn about during these preparations?

Accepted Answer

Learning about the culture of the home country is not particularly helpful in preparing for international assignments, as employees are already familiar with their own culture. The other options are important to learn about in order to successfully navigate and adapt to the new environment.

Question 12

What are the skills called that help facilitate the efforts of expatriate managers?

Accepted Answer

Augmented skills are specifically developed to help facilitate the efforts of expatriate managers, as they include additional capabilities beyond basic managerial skills that are necessary for success in foreign environments.

Question 13

What can sensitivity training help expatriates with?

Accepted Answer

The answer of What can sensitivity training help expatriates with?
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Question 14

What are two key types of training for employees working internationally?

Accepted Answer

Language training is essential for employees working in international settings to facilitate effective communication with local colleagues, suppliers, and customers. Cultural training is equally necessary to help employees understand and navigate cultural differences, norms, and practices to avoid misunderstandings, conflicts, and embarrassment. Similarly, both types of training can help promote cross-cultural competence, adaptability, and empathy, which are critical for success in global roles. Therefore, option D, which includes both language and cultural training, is the best choice.

Question 15

How have host country managers traditionally been paid compared to expatriate managers?

Accepted Answer

Host country managers are traditionally paid based on local market salary levels, which may differ from the salary levels of expatriate managers. This is because host country managers are typically more familiar with the local market and can leverage their local knowledge and expertise to negotiate better compensation packages. Expatriate managers, on the other hand, may be paid based on the salary levels of their home country or at the same salary level as the expatriate manager, depending on the specific circumstances of the assignment.

Question 16

Which assumption represents the biggest mistake managers can make when managing employees in a foreign country?

Accepted Answer

Assuming that people in different countries have similar expectations can lead to misunderstandings and miscommunications between managers and employees. It's important for managers to acknowledge and respect cultural differences, including values, customs, and work habits, in order to effectively manage their teams in foreign countries.

Question 17

How frequently are expatriates' international assignments affected by the spouses' careers?

Accepted Answer

Studies have shown that nearly half of all expatriates’ international assignments are affected by their spouses’ careers. In many cases, spouses may not be able to secure employment or may have to give up their own careers to accompany their partners on international assignments, leading to potential challenges for the assignment and the family.

Question 18

What has happened to the wage gap between host-country managers and expatriate managers?

Accepted Answer

The wage gap between host-country managers and expatriate managers has narrowed due to increased competition in the labor market. This is because globalization has facilitated the movement of labor across borders, increasing the supply of qualified managers worldwide and thereby reducing the premium paid to expatriates.

Question 19

Coming back home is often difficult for expatriates.What proportion of expatriates leave their companies soon after returning home?

Accepted Answer

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Question 20

On which basis are expatriates,who are on a short term or project-based assignment,likely to be compensated?

Accepted Answer

Expatriates on short term or project-based assignments are often compensated with a per-diem compensation, which covers daily expenses such as meals, accommodation, and transportation while in the host country. This approach is preferred as it is easier to administer and allows for more flexibility and cost-effectiveness. Salary plus out-of-country allowance or home-based pay are more common for long-term assignments or permanent transfers, while host-based pay is generally used for local hires in the host country.

Quiz 11: International Human Resources Management