Question 1

What is the major reason for using expatriates for staffing subsidiary operations?
A) Understanding of global laws
B) Global customer contacts
C) Managerial expertise
D) Universal experience
E) Technical competence

Accepted Answer

The answer of What is the major reason for using...

Question 2

Which global staffing policy would a corporation adopt if the belief was the best manager for any specific position anywhere on the globe may be found in any of the countries in which the firm operates?
A) Ethnocentric
B) Homocentric
C) Multicentric
D) Geocentric
E) Polycentric

Accepted Answer

A geocentric policy focuses on finding the best candidates for positions regardless of their nationality or location. This policy aligns with the belief that the best manager for any specific position may be found in any of the countries in which the firm operates.

Question 3

According to research by Cartus, what reason did 63% of respondents identify for expatriate failure?
A) Changing business conditions
B) Inability of the family to adjust
C) Unexpected high costs of expatriation
D) Difficulties with adjusting to living abroad
E) Feelings of lack of support from the home company

Accepted Answer

The answer of According to research by Cartus, what reason...

Question 4

What is "expatriate assignment failure"?
A) Failure to recover cost of investment on an expatriate
B) Losing an expatriate to an overseas competitor
C) Incompletion of the work once the expatriate period has ended
D) Re-assimilating the expatriate back into the company
E) Early return of the expatriate from an overseas mission

Accepted Answer

Expatriate assignment failure refers to the early return of the expatriate from an overseas mission. This can happen due to various reasons such as personal or family issues, difficulty in adapting to the new environment, culture shock, inability to perform the job, etc. It is a costly and disruptive event for both the employee and the company.

Question 5

An employee that is a noncitizen of the country in which she is working but a citizen of the country where the parent company is located, is known as which of the following?
A) Expatriate
B) Local
C) Repatriate
D) Third-country national
E) Emigrant

Accepted Answer

An expatriate is an employee who is a citizen of the country where the parent company is located but is working in a different country.

Question 6

Which global staffing policy would a corporation adopt if the belief was that only host country managers can ever really understand the culture and behaviour of the host country market?
A) Homocentric
B) Multicentric
C) Geocentric
D) Polycentric
E) Ethnocentric

Accepted Answer

A polycentric staffing policy is adopted when a corporation believes that host country managers are best suited to understand the local culture and market behavior, thus employing local managers for operations in the host country.

Question 7

What is the average cost of a permanent international relocation for a Canadian employee?
A) Between $60,000 and $110,000
B) Between $40,000 and $60,000
C) Between $80,000 and $120,000
D) Between $25,000 and $70,000
E) Between $50,000 and $100,000

Accepted Answer

The average cost of a permanent international relocation for a Canadian employee is between $50,000 and $100,000.

Question 8

The citizens of a country who have jobs in the home country are referred to as which of the following?
A) Expatriates
B) Locals
C) Repatriates
D) Third-country nationals
E) Emigrants

Accepted Answer

Locals refer to the citizens of a country who have jobs in their home country. Expatriates are living and working in a foreign country, repatriates have returned to their home country after working abroad, third-country nationals are individuals who are neither citizens of the home country nor the country they are working in, and emigrants are individuals who have left their home country to live in another country.

Question 9

What is the primary reason for expatriate failure?
A) Lack of skilled personnel
B) Inability to cope with overseas production
C) Language barriers
D) Personal or family problems
E) Difficulty of the new assignment

Accepted Answer

Personal or family problems are the primary reason for expatriate failure, according to research. This can include difficulties in adapting to a new culture, isolation, or problems with schooling or housing for family members. Technical skill and ability to cope with overseas production, language barriers, and difficulty of the new assignment are all important factors, but they are secondary to the personal and family issues that can arise during an international assignment.

Question 10

Which country in particular do Canadian companies have a low failure rate in comparison?
A) Sweden
B) Germany
C) United States
D) Japan
E) Britain

Accepted Answer

Canadian companies have a lower failure rate in the United States compared to other countries, likely due to cultural similarities, geographic proximity, and strong trade relations.

Question 11

Most managerial positions are filled by which of the following?
A) Third-country nationals
B) Expatriates
C) Repatriates
D) Locals
E) Emigrants

Accepted Answer

Most managerial positions are filled by locals. They understand the local culture, language, legal and economic environment, and have established relationships with local suppliers and customers. Hiring locals also shows a commitment to the local community and can help build and maintain goodwill.

Question 12

What rate do U.S. multinational companies experience expatriate assignment failure?
A) 40%-50%
B) 5% and under
C) 30%-40%
D) 15%-25%
E) 10%-20%

Accepted Answer

Expatriate assignment failure rates for U.S. multinational companies are often reported to be between 40% and 50%, due to various challenges such as cultural adjustment and family issues.

Question 13

A company is sending an employee overseas for assignment. The employee fits the traditional characteristics of expatriates from this company. How would this employee most likely be described?
A) Male with a working spouse
B) Male with a non-working spouse
C) Female with a working spouse
D) Female with a non-working spouse
E) Male or female with a working spouse

Accepted Answer

The question does not provide any specific information that would indicate a gender or spousal employment status for the employee being sent on assignment. Therefore, the most likely description is a generic "male or female with a working spouse."

Question 14

There are steps or levels to cross-cultural training. Which level corresponds to raising the trainee's awareness of cultural differences?
A) Level 1
B) Level 2
C) Level 3
D) Level 4
E) Level 5

Accepted Answer

Level 1 generally involves raising the trainee's awareness of cultural differences through various activities and exercises.

Question 15

A corporation where the prevailing attitude is that the home country managers are superior to the host country, and all key management positions are filled by parent-country nationals, has which global staffing policy?
A) Ethnocentric
B) Geocentric
C) Homocentric
D) Polycentric
E) Multicentric

Accepted Answer

An ethnocentric staffing policy is one where the parent-country nationals are preferred for key management positions and considered superior to host-country nationals. This policy assumes that the values, attitudes, and behavior of the home country are better than the host country, and that headquarters has superior knowledge and expertise compared to subsidiaries.

Question 16

International managers who are citizens of a country other than the parent or the host country are known as which of the following?
A) Expatriate
B) Local
C) Repatriate
D) Third-country national
E) Emigrant

Accepted Answer

The answer of International managers who are citizens of a...

Question 17

The most likely destination for a foreign assignment today is in which country?
A) United States
B) Mexico
C) Singapore
D) Russia
E) China

Accepted Answer

China is a major hub for international business and has a rapidly growing economy, making it a common destination for foreign assignments.

Question 18

What are the three international staffing policies?
A) Geocentric, ecocentric, and homocentric
B) Homocentric, polycentric, and biocentric
C) Polycentric, biocentric, and geocentric
D) Ethnocentric, homocentric, and multicentric
E) Ethnocentric, polycentric, and geocentric

Accepted Answer

The three international staffing policies are ethnocentric, polycentric, and geocentric. Ethnocentric staffing refers to the policy of hiring employees from the home country to manage foreign subsidiaries. Polycentric staffing refers to the policy of hiring employees from the host country to manage subsidiaries there. Geocentric staffing refers to the policy of hiring the best person for the job regardless of their nationality or where the job is located. This is the best choice as it correctly identifies the three policies.

Question 19

According to research by Cartus, what reason did 76% of respondents identify for expatriate assignments being turned down by employees?
A) Changing business conditions
B) Personal or family circumstances
C) Perceived higher costs of expatriation
D) Lack of desire to living abroad
E) Fear of losing one's position after the assignment

Accepted Answer

According to Cartus research, the most common reason (identified by 76% of respondents) for expatriate assignments being turned down by employees is personal or family circumstances.

Question 20

What reason do managers of European firms emphasize for the failure of overseas assignments?
A) Changing business conditions
B) Inability of the relocated employee's spouse to adjust
C) Perceived higher costs of expatriation
D) Lack of desire to living abroad
E) Fear of losing one's position after the assignment

Accepted Answer

Managers of European firms often cite the inability of the relocated employee's spouse to adjust as a significant reason for the failure of overseas assignments, as family adjustment is crucial for the success of expatriates.

Quiz 17: Managing Human Resources in a Global Business

What is the major reason for using expatriates for staffing subsidiary operations?

Which global staffing policy would a corporation adopt if the belief was the best manager for any specific position anywhere on the globe may be found in any of the countries in which the firm operates?

According to research by Cartus, what reason did 63% of respondents identify for expatriate failure?

What is "expatriate assignment failure"?

An employee that is a noncitizen of the country in which she is working but a citizen of the country where the parent company is located, is known as which of the following?

Which global staffing policy would a corporation adopt if the belief was that only host country managers can ever really understand the culture and behaviour of the host country market?

What is the average cost of a permanent international relocation for a Canadian employee?

The citizens of a country who have jobs in the home country are referred to as which of the following?

What is the primary reason for expatriate failure?

Which country in particular do Canadian companies have a low failure rate in comparison?

Most managerial positions are filled by which of the following?

What rate do U.S. multinational companies experience expatriate assignment failure?

A company is sending an employee overseas for assignment. The employee fits the traditional characteristics of expatriates from this company. How would this employee most likely be described?

There are steps or levels to cross-cultural training. Which level corresponds to raising the trainee's awareness of cultural differences?

A corporation where the prevailing attitude is that the home country managers are superior to the host country, and all key management positions are filled by parent-country nationals, has which global staffing policy?

International managers who are citizens of a country other than the parent or the host country are known as which of the following?

The most likely destination for a foreign assignment today is in which country?

What are the three international staffing policies?

According to research by Cartus, what reason did 76% of respondents identify for expatriate assignments being turned down by employees?

What reason do managers of European firms emphasize for the failure of overseas assignments?