Question 1

Most expatriates are recruited externally.

Accepted Answer

Most expatriates are typically current employees of the organization who are sent abroad for assignments, rather than being recruited externally. This is because they already understand the company's culture and operations.

Question 2

The "coffee machine" system is a common form of selection process in the UK.

Accepted Answer

The "coffee machine" system is a common form of selection process in the UK, where a candidate's social skills and ability to fit in with the office culture are assessed during informal conversations while getting coffee or tea.

Question 3

Many developed countries are changing their legislation to facilitate employment related immigration which will make international transfer easier.

Accepted Answer

Many developed countries have indeed changed their legislation to facilitate employment related immigration in order to attract talented individuals and ease international transfer.

Question 4

Traditional assignments for expatriates usually range from 3 months to 1 year in a location.

Accepted Answer

Traditional assignments for expatriates can range from 1 to 5 years, with the average length being around 2-3 years.

Question 5

The duration of an expatriate assignment will not necessarily have an impact on the person's ability to develop networks.

Accepted Answer

The longer an expatriate is on assignment, the more time they have to develop relationships and networks in their host country. Conversely, a shorter assignment may not provide enough time for significant networking opportunities. Therefore, the duration of an expatriate assignment may have an impact on their ability to develop networks.

Question 6

A key driver in recruiting an inpatriate is the desire to create a global core competency thus increasing the organizations capability to "think global and act local".

Accepted Answer

Recruiting an inpatriate, who has global knowledge and experience, can help an organization develop a global core competency, which can enhance its ability to think globally and act locally.

Question 7

"Trailers" are the spouses of expatriates.

Accepted Answer

"Trailers" is a colloquial term used to refer to the spouses of expatriates who follow their partners to live in a foreign country.

Question 8

Study of Chinese MNEs has confirmed that Western models of staffing policies are not applicable to Chinese MNEs.

Accepted Answer

The answer of Study of Chinese MNEs has confirmed that...

Question 9

Upon comparing the compensation packages of PCN and HCN employees,given an ethnocentric approach of staffing,there are little to no differences found in the pay for the two groups.

Accepted Answer

An ethnocentric approach of staffing means that there is a preference for home country nationals (HCNs) over host country nationals (PCNs). In such an approach, HCNs are likely to receive higher compensation packages than PCNs, reflecting the belief that the former are more competent and valuable. Therefore, there are likely to be differences in pay between PCN and HCN employees.

Question 10

Frequent trips to the host country are necessary in a virtual non-standard assignment.

Accepted Answer

In a virtual non-standard assignment, frequent trips to the host country are necessary to build relationships, gather information, and understand the local culture and way of doing business. Without these trips, it can be difficult to effectively navigate and succeed in the assignment.

Question 11

Virtual assignments rely on communication technologies and such assignees will never visit the host country.

Accepted Answer

Virtual assignments involve working remotely using communication technologies, but they do not preclude the possibility of the assignee visiting the host country for meetings, training, or other purposes.

Question 12

"Assignments as control" is a characteristic of an ethnocentric staffing approach.

Accepted Answer

Assignments as control means that headquarters retains control over subsidiary operations through control of staffing decisions. This is a characteristic of ethnocentric staffing, where all key positions are filled by parent country nationals.

Question 13

Lack of fluency in the corporate language is rarely a factor in the selection process in a MNE.

Accepted Answer

Fluency in the corporate language can be an important factor in the selection process of a MNE, as effective communication within the organization is essential for success. It may also be a requirement for certain positions or regions where language skills are necessary to engage with clients or stakeholders.

Question 14

Job hunting assistance is provided to spouses to find a job in host countries as a means of making an international assignment more family-friendly.

Accepted Answer

Job hunting assistance is often provided by companies to spouses of expatriates to support them in finding employment in the host country, increasing the chances of a successful and enjoyable international assignment for the entire family.

Question 15

A short term international assignment is defined as anything up to 1 year.

Accepted Answer

The answer of A short term international assignment is defined...

Question 16

A disadvantage of a geocentric policy is it can be expensive to implement because of increased training and relocation.

Accepted Answer

Geocentric policies often involve hiring and relocating employees from various countries, which can be costly due to additional training and relocation expenses.

Question 17

The term expatriate failure has been defined as the premature return of an expatriate before the period of assignment is completed.

Accepted Answer

This is the correct definition of expatriate failure.

Question 18

Regional managers may not be promoted to HQ positions in a regiocentric approach to staffing.

Accepted Answer

In a regiocentric approach, staffing focuses on regional positions and may limit the movement of regional managers to headquarters to maintain regional expertise and focus.

Question 19

The U-curve is based on psychological reactions to a cultural adjustment of an international assignment.

Accepted Answer

The U-curve model is indeed based on psychological reactions to the cultural adjustment of an international assignment. It suggests that individuals experience different stages and emotions when adapting to a foreign culture, including a honeymoon period, culture shock, gradual adjustment, and full adaptation.

Question 20

Non-expatriates experience fewer stressors than expatriates as they are not responsible for duties at the home office while on international assignments.

Accepted Answer

Non-expatriates may still have their own job responsibilities and stressors to deal with, even if they are not on an international assignment.

Quiz 5: Sourcing Human Resources for Global Markets – Staffing, Recruitment and Selection