Question 1

In developing countries, third-country nationals are often preferred by the host country over nationals of the home country.

Accepted Answer

This statement is generally false as host countries typically prioritize their own citizens for employment and other opportunities. However, there may be certain industries or job sectors where third-country nationals are preferred due to their specific skills or qualifications.

Question 2

Expatriate children who lived in a foreign country for a period of time while in their impressionable adolescent years often have attributes of "third-world kids."

Accepted Answer

The term commonly used is "third culture kids," not "third-world kids." Third culture kids grow up in a culture different from their parents' culture or the culture of the country named on their passport.

Question 3

As international companies increasingly take the geocentric view, we can be certain to see less use of third-country nationals.

Accepted Answer

A geocentric view encourages the use of the best resources and talent regardless of their national origin, which includes the strategic use of third-country nationals when they are the best fit for international positions.

Question 4

Expatriate assignments have been reported to lead to faster promotions.

Accepted Answer

Studies have shown that expatriate assignments often lead to faster career advancement and promotions due to the increased level of responsibility, cultural awareness, and diverse skillset acquired during the assignment.

Question 5

When managers are assigned and move abroad with their families, the most difficult adjustments are frequently for the children.

Accepted Answer

This statement is true. Children may have to adjust to a new school, language, and culture, along with being separated from friends and extended family.

Question 6

In two-career families, when one spouse accepts a foreign assignment and the other spouse goes along, that other spouse is referred to as a trailing spouse.

Accepted Answer

A trailing spouse is indeed the term used for a spouse who follows their partner to a foreign assignment or job opportunity.

Question 7

If a company feels that it probably will send parent-country nationals abroad, it will frequently encourage them to study the language and culture of the country to which they are going.

Accepted Answer

This is true because if the company sends parent-country nationals abroad, it is important for them to be able to adapt to and understand the language and culture of their destination in order to communicate effectively and avoid culture shock. Encouraging them to study the language and culture beforehand can help them be better prepared and successful in their international role.

Question 8

A recent study reported that 77 percent of companies considered that cross-cultural training was highly valuable and required such training for their expats or their families.

Accepted Answer

I am not aware of any specific study reporting this statistic as of my last update in October 2023.

Question 9

Failure rates for expatriate assignments have been reported to range from 25 to 45 percent.

Accepted Answer

This statement is true. Failure rates for expatriate assignments have been reported to range from 25 to 45 percent. These rates can vary based on factors such as the host country's culture and business environment, the expatriate's level of preparation and cultural awareness, and the support provided by the employer.

Question 10

The same general criteria for selecting home-country employees apply to host-country nationals.

Accepted Answer

Host-country nationals should also be selected on the basis of their skills, qualifications, experience, and other relevant criteria, similar to the way home-country employees are selected. This ensures that the organization has the right talent in place to achieve its objectives in the host country.

Question 11

Approximately 15 percent of expatriates leave their firms during the course of their overseas assignment, and an additional 28 percent leave their companies within a year of their return from abroad.

Accepted Answer

The answer of Approximately 15 percent of expatriates leave their...

Question 12

Employees hired in the host country are sometimes called flexpatriates.

Accepted Answer

Employees hired in the host country are typically referred to as local hires or host-country nationals, not flexpatriates. Flexpatriates are employees who travel internationally for short-term assignments or projects rather than relocating permanently.

Question 13

Worldwide, nearly 50 percent of expatriate positions are held by women.

Accepted Answer

As of my last update, women hold around 20-30% of expatriate positions worldwide, not nearly 50%.

Question 14

There is reverse culture shock when an expatriate returns to the home country and company.

Accepted Answer

Reverse culture shock is a common experience for expatriates when they return to their home country and company. The return often involves readjusting to familiar surroundings and coping with changes that have happened in their absence, which can lead to feelings of disorientation, frustration, and isolation.

Question 15

Employees hired in the host country are sometimes called inpatriates.

Accepted Answer

This statement is true. Employees hired in the host country are indeed called inpatriates.

Question 16

Hiring personnel who are third-country nationals can be advantageous, especially in developing countries, because they may accept lower wages and benefits than will employees from the home country and they may come from a culture similar to that of the host country.

Accepted Answer

Third-country nationals may come from a country with a lower standard of living and may be willing to work for lower wages and benefits compared to employees from the home country, making it advantageous for companies operating in developing countries. Additionally, if the third-country national shares a cultural background with the host country, it would facilitate their integration into the company and may improve communication and understanding among team members.

Question 17

Relatively few expatriate failures are family-related. Most relate to the expatriate's lack of technical skills.

Accepted Answer

According to research, a significant portion of expatriate failures are family-related, such as the inability to adjust to the new culture or the spouse’s inability to adapt to the new environment. While technical skills are certainly important, they are not the primary reason for expatriate failure.

Question 18

Family adjustment is not critical in the job performance of expats.

Accepted Answer

Family adjustment plays a significant role in the job performance of expats as it can affect their emotional well-being, ability to focus and be productive, and overall job satisfaction. Therefore, it is essential to consider the family's adjustment when relocating employees to a new country for work.

Question 19

The use of TCNs has become particularly prevalent in the developing countries.

Accepted Answer

TCNs (Third Country Nationals) are often employed in developing countries due to cost-effectiveness and language skills. Therefore, their use is more prevalent in developing countries compared to developed countries.

Question 20

Generally, the host government will understand that a third-country national is better for the parent company than a local executive would be.

Accepted Answer

Host governments often prefer local executives over third-country nationals because they expect local executives to have a better understanding of the local market, culture, and business practices, and to contribute more directly to the local economy.

Quiz 17: Managing Human Resources in an International Context