Multiple Choice
Identify the choice that best completes the statement or
answers the question.
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1.
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A(n) ______________ corporation has fully autonomous units operating in multiple
countries:
a. | international | b. | multiple | c. | transnational | d. | global | e. | multinational |
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2.
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Which one of the following is NOT one of the factors of the cultural environment
of International Business:
a. | education/human capital | b. | currency | c. | social
structure | d. | communication | e. | values |
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3.
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A “home country national” is also commonly called a(n) :
a. | host country national | b. | expatriate | c. | third country
national | d. | international employee | e. | transnational
employee |
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4.
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Which one of the following is NOT one of the steps in selecting individuals for
an international assignment:
a. | self-selection | b. | creation of a candidate
pool | c. | assess core skills | d. | interview candidate’s spouse for interest
in international assignment | e. | assess augmented skills and
attributes |
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5.
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Preparing for an International Assignment, one should become acquainted with the
following aspects of the host country:
a. | social and business etiquette | b. | history and folklore | c. | cultural values and
priorities | d. | the language | e. | all of the
above |
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6.
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Which one of the following is NOT one of the expatriate selection criteria
outlined in the text:
a. | technical competence | b. | interpersonal skills | c. | language
skills | d. | family flexibility | e. | awareness of global
issues |
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7.
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All of the following are elements of training and development programs that
prepare employees for working internationally EXCEPT:
a. | language training | b. | cultural training | c. | interpersonal
relations training | d. | assessing and tracking career
development | e. | managing personal and family life |
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8.
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Many companies fail to “repatriate” an employee because they do
not:
a. | have a career development program that includes repatriation | b. | have a repatriation
plan in place before the expatriate leaves home | c. | begin repatriation discussions until 2-6 months
before the end of their assignment | d. | have a repatriation discussion at
all | e. | all of the above |
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9.
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The “balance sheet” approach to compensation for expatriates means
that:
a. | expatriates receive the same compensation overseas that they do in their home country
without any cost of living adjustments or incentives | b. | expatriates receive compensation equal to that
of local employees in similar positions in the host country | c. | slightly less
compensation is offered than the expatriate earns in their home country | d. | the purchasing power
of employees at comparable positions in overseas positions is equalized to their purchasing power in
the home country |
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10.
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This type of corporation uses a strategy of adapting their existing products for
overseas markets without changing much else about their normal operations:
a. | International | b. | Multinational | c. | Global | d. | Transnational |
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True/False
Indicate whether the statement is true or
false.
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1.
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In general, executives have stated that HR policies have not kept pace with the
demands of global competition.
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2.
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In later stages of internationalization, there is a trend toward the use of
expatriates to staff the organization.
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3.
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When a company expands globally, HR managers are generally responsible for
ensuring that operations are staffed.
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4.
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It is not uncommon for expatriates to return home to find that there is no
position for them in the firm.
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5.
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One of the most frequent causes of an employee’s failure to complete an
international assignment is personal and family stress.
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6.
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In some companies, a job is created in the new location for a spouse of the
expatriate.
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7.
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In collectively oriented cultures, compensation strategy emphasizes individual
performance based pay.
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8.
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Employee benefits costs as a percentage of wages are higher in Italy than in
Canada.
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9.
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The best performance evaluation appraiser for an expatriate is always the host
country’s local manager.
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10.
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Repatriation is the process of adjusting to life in a new country.
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