Ch9 Staffing, Training, And Compensation Complete Test Bank

International Management, 10e, (Deresky/Miller)

Chapter 9 Staffing, Training, and Compensation for Global Operations

1) ________ is increasingly being recognized as a major determinant of success or failure in international business.

A) International human resource management

B) Procurement of raw materials from abroad

C) Outsourcing

D) Insourcing

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-1: To understand the strategic importance to the firm of the IHRM function and its various responsibilities

AACSB: Application of knowledge

2) ________ is the set of activities directed at attracting, developing, and maintaining the effective workforce necessary to achieve a firm's objectives.

A) Labor selection

B) Employee development

C) Human resource management

D) Strategic operations implementation

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-1: To understand the strategic importance to the firm of the IHRM function and its various responsibilities

AACSB: Application of knowledge

3) Which of the following should ideally dictate the organizational structure and staffing needs of the firm?

A) the firm's customers

B) the size of the firm

C) the firm's strategy

D) the firm's short-term objectives

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-1: To understand the strategic importance to the firm of the IHRM function and its various responsibilities

AACSB: Application of knowledge

4) In addition to the global war for talent, there are considerable strategic competitive challenges for firms. Which of the following is one such challenge?

A) increasing talent in order to lower the costs of operations

B) obtaining talent using a regiocentric approach

C) obtaining competent talent at higher wages than competitors

D) relocating operations around the world

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

5) ________ are employees assigned to a country other than their own.

A) Host-country nationals

B) Inpatriates

C) Third-country nationals

D) Expatriates

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Application of knowledge

6) What term refers to people working and residing in countries other than their native country?

A) host country national

B) expatriate

C) nonpatriot

D) green card resident

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Application of knowledge

7) Alec is an American working for a software company in Texas. He has been assigned to work on a project in China for a year. He would be considered as a(n) ________ in China.

A) domicile resident

B) expatriate

C) host-country national

D) third-country national

Difficulty: 2: Moderate

Chapter: 9

Skill: Application

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

8) CADE International, an MNC, adheres to an ethnocentric staffing approach when filling senior-level positions for its foreign locations. As a result, CADE most likely devotes significant resources to ________.

A) distributing products

B) building effective supply chains

C) selecting and training expatriate managers

D) determining compensation for local employees

Difficulty: 2: Moderate

Chapter: 9

Skill: Application

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

9) LaQuisha Roberts, an American, is a senior manager at her firm's headquarters in New York. LaQuisha is a(n) ________.

A) parent-country national

B) expatriate

C) host-country national

D) third-country national

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Application of knowledge

10) A(n) ________ policy is likely to be used where a company notes the inadequacy of local managerial skills and determines a high need to maintain close communication and coordination with headquarters.

A) global

B) regiocentric

C) polycentric

D) ethnocentric

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Application of knowledge

11) Globetech Corporation has offices in over 20 countries. It believes in filling key managerial positions at its foreign subsidiaries with locals (that is, people from the host country). This approach to staffing is ________.

A) Regiocentric

B) Ethnocentric

C) Polycentric

D) Geocentric

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Application of knowledge

12) ________ are familiar with company goals, products, technology, policies, and procedures; they know how to get things accomplished through headquarters.

A) Expatriates

B) Parent-country nationals

C) Third-country nationals

D) Host-country nationals

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Application of knowledge

13) TechWare, an MNE based in Canada, has foreign operations in Singapore and Tokyo. TechWare's foreign offices are managed by parent country nationals. What is the most likely advantage of this staffing policy?

A) develops community ties

B) generates innovative ideas

C) minimizes costs of relocating managers

D) facilitates communication with headquarters

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

14) Firms using a geocentric staffing model are primarily concerned with ________.

A) ensuring that home office views and policies are maintained

B) gaining support and assistance from local communities

C) hiring the best person available regardless of nationality

D) employing local managers with technical expertise

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

15) A company that hires the best-qualified individuals, regardless of nationality, to manage foreign operations is utilizing a(n) ________ approach.

A) horizontal integration

B) polycentric staffing

C) ethnocentric staffing

D) vertical integration

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

16) Which of the following statements is true of polycentric staffing?

A) It reduces the high cost of relocating expatriate managers and their families.

B) It employs managers exclusively from the home country to look out for the company's interests.

C) It helps develop global managers who are familiar with the local culture.

D) It emphasizes on re-creating local operations in the image of home-country operations.

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

17) When the company is at the internationalization stage of strategic expansion and has a centralized structure, it will likely use a(n) ________ staffing approach to fill key managerial positions with PCNs.

A) polycentric

B) regiocentric

C) global

D) ethnocentric

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

18) ________ are usually preferable when a high level of technical capability is required and maintenance of close control is desired.

A) Parent-country nationals

B) Host-country nationals

C) Expatriates

D) Third-country nationals

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Application of knowledge

19) ________ are the usually the preferred choice for a foreign subsidiary where proprietary technology is used extensively.

A) Expatriates

B) Parent-country nationals

C) Third-country nationals

D) Host-country nationals

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Application of knowledge

20) Which of the following is a disadvantage of the ethnocentric staffing approach?

A) increased opportunities or development for local managers at the expense of PCNs

B) low adaptation of expatriates in the parent country

C) lack of managerial effectiveness of PCNs in foreign countries

D) lack of managerial effectiveness of PCNs in the parent country

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

21) ________ staffing approach serves to perpetuate particular personnel selections and other decision-making processes because the same types of people are making the same types of decisions.

A) Global

B) Ethnocentric

C) Polycentric

D) Regiocentric

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Application of knowledge

22) In ________approach, operations outside the home country are managed by individuals from the host country.

A) vertical integration

B) horizontal integration

C) ethnocentric staffing

D) polycentric staffing

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Application of knowledge

23) A(n) ________ manager champions the ways of foreign markets as comparable, if not more enlightened, than the practices of his or her parent company and home nation.

A) ethnocentric

B) geocentric

C) monocentric

D) polycentric

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Application of knowledge

24) Acme Electronics, an MNC, typically fills high-level foreign positions with host country nationals. Which staffing model is most likely used by Acme Electronics?

A) ethnocentric staffing model

B) polycentric staffing model

C) geocentric staffing model

D) monocentric staffing model

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Application of knowledge

25) An important advantage of polycentric staffing is that it ________.

A) recreates local operations in the image of home-country operations

B) eliminates the high cost of relocating expatriate managers and their families

C) helps a company develop global managers who can adjust easily to any business environment

D) employs managers from home who will look out for the company's interests

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Application of knowledge

26) A(n) ________ staffing approach is more likely to be effective when implementing a multinational strategy.

A) ethnocentric

B) polycentric

C) regional

D) local

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Application of knowledge

27) Which staffing approach will most likely be effective when implementing a global strategy of "acting local"?

A) polycentric

B) talent-intensive

C) ethnocentric

D) cost-intensive

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Application of knowledge; Diverse and multicultural work environments

28) Which of the following is an advantage of the polycentric staffing approach?

A) Home-country managers gain valuable overseas management experience.

B) Coordination between the subsidiary and the parent company is simplified.

C) Local managers tend to be instrumental in staving off or more effectively dealing with problems in sensitive political situations.

D) The local managers have no conflicting loyalties.

Difficulty: 3: Challenging

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

29) Felix Department Store has over 900 stores in the United States and over 300 stores in Mexico and Canada. Felix has been particularly successful in Mexico, and the firm's executives believe Felix should expand into other Latin American countries. As a result, plans are underway for the construction of a new Felix store in Managua, Nicaragua. The construction, once started, is expected to be completed within a year, so staff selection needs to begin soon. Felix's executives are considering the idea of using parent-country nationals to manage the new store in Nicaragua. Which of the following, if true, best supports the argument that parent-country nationals should manage the Felix store in Managua, Nicaragua?

A) Felix encourages employees to participate in community outreach programs.

B) The top management of Felix is unlikely to endorse the recruitment of cheap, incompetent workers.

C) Felix wants to maintain close control of the Nicaragua store for at least three years.

D) Felix's managers in Nicaragua will choose what items to stock based on local needs and customs.

Difficulty: 3: Challenging

Chapter: 9

Skill: Critical Thinking

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Reflective thinking

30) Felix Department Store has over 900 stores in the United States and over 300 stores in Mexico and Canada. Felix has been particularly successful in Mexico, and the firm's executives believe Felix should expand into other Latin American countries. As a result, plans are underway for the construction of a new Felix store in Managua, Nicaragua. The construction, once started, is expected to be completed within a year, so staff selection needs to begin soon. Felix's executives are considering the idea of using parent-country nationals to manage the new store in Nicaragua. Which of the following, if true, undermines the argument that parent-country nationals should manage the Felix store in Nicaragua?

A) Felix is implementing a strategy of global expansion by acting local.

B) Decision-making authority stems primarily from Felix's top management housed in the company's headquarter in the United States.

C) The top management of Felix is in favor of closely monitoring all of the company's subsidiaries.

D) Felix's HR department recently developed a new expatriation policy.

Difficulty: 3: Challenging

Chapter: 9

Skill: Critical Thinking

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Reflective thinking

31) In which of the following staffing approaches, are the best managers recruited from within or outside of the company, regardless of nationality?

A) geocentric staffing approach

B) global staffing approach

C) ethnocentric staffing approach

D) polycentric staffing approach

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

32) A global staffing policy ________.

A) avoids recruiting third-country nationals

B) relies primarily on local managers to fill key managerial positions abroad

C) is overly in favor of filling key managerial positions with people from headquarters

D) provides a greater pool of qualified and willing applicants from which to choose

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

33) Who, among the following, when used to manage subsidiaries, usually brings more cultural flexibility and adaptability to a situation?

A) parent-country nationals

B) home-country nationals

C) managers with minimal global exposure

D) third-country nationals

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

34) ________, when placed in key positions, are perceived by employees as acceptable compromises between headquarters and local managers.

A) Repatriates

B) Parent-country nationals

C) Home-country nationals

D) Third-country nationals

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Application of knowledge; Diverse and multicultural work environments

35) Given the generally accepted consensus that staffing, along with structure and systems, must "fit" the desired strategy, firms desiring a truly worldwide posture should adopt a(n) ________.

A) global staffing approach

B) geocentric staffing approach

C) regiocentric staffing approach

D) ethnocentric staffing approach

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

36) Which of the following terms is increasingly replacing the term "expatriate" due to the global staffing approach?

A) repatriate

B) global manager

C) transpatriate

D) line manager

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

37) Which of the following is true with regard to the global staffing approach?

A) As a rule, companies keen on "acting local" adopt a global staffing approach.

B) In the global staffing approach, key managerial positions are generally filled with people from headquarters—that is, parent-country nationals.

C) In a global staffing approach, local managers—that is, host-country nationals—are hired to fill key positions in their own country.

D) Recruiting third-country nationals is a common aspect of the global staffing strategy.

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

38) Which of the following is NOT a barrier for maintaining globalization momentum?

A) time and cost constraints

B) conflicting host government requirements

C) the scarce availability of staff

D) having an international team

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments; Interpersonal relations and teamwork

39) Recruiting managers from Latin America for a position in Argentina is an example of ________.

A) global staffing approach

B) ethnocentric staffing approach

C) regiocentric staffing approach

D) polycentric staffing approach

Difficulty: 2: Moderate

Chapter: 9

Skill: Application

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

40) Which of the following will most likely produce a specific mix of parent-country nationals, home-country nationals, and third-country nationals, according to the needs of the company?

A) ethnocentric staffing approaches

B) polycentric staffing approaches

C) local staffing approaches

D) regiocentric staffing approaches

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

41) More recently, a staffing option known as ________ has been utilized to provide a linking pin between the company's headquarters and local host subsidiaries.

A) expatriates

B) inpatriates

C) transpatriates

D) migrants

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

42) A(n) ________ staffing approach usually results in a higher level of authority and decision making at headquarters compared to the polycentric approach.

A) Ethnocentric

B) Global

C) Geocentric

D) Regiocentric

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

43) What are inpatriates?

A) managers with extensive domestic experience who are transferred to the organization's headquarters

B) managers with extensive domestic experience who are transferred to an organization's most strategic foreign subsidiaries

C) managers with extensive global experience who are transferred to the organization's headquarters

D) managers with extensive global experience who are transferred to an organization's most strategic foreign subsidiaries

Difficulty: 2: Moderate

Chapter: 9

Skill: Application

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Application of knowledge

44) Which of the following is an advantage of the staffing approach that employs parent-country nationals as top managers?

A) maintenance of close control over subsidiaries

B) less-costly transferees

C) facilitation of global multicultural teams

D) high effectiveness of expatriates in foreign countries

Difficulty: 3: Challenging

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

45) Most MNCs tend to start their operations in a particular region by selecting primarily from their own pool of managers. Over time, and with increasing internationalization, they tend to move to a predominantly polycentric or regiocentric policy because of ________.

A) the lack of governmental support for hiring locals

B) the inefficiencies of expatriate managers

C) the poor performance of subsidiaries

D) the greater costs of expatriate staffing

Difficulty: 3: Challenging

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

46) Historically, HRM directors selected potential expatriates on the basis of a candidate's ________.

A) interpersonal skills

B) adaptation capabilities

C) cross-cultural awareness

D) domestic track records

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-3: To emphasize the need for managing the performance of expatriates through careful selection, performance management, and global teams

AACSB: Diverse and multicultural work environments

47) According to Mansour Javidan, which of the following is NOT a global mindset attribute that a successful expatriates possesses?

A) cognitive complexity

B) psychological capital

C) autocratic leadership qualities

D) ability to build trusting relationships with local stakeholders

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-3: To emphasize the need for managing the performance of expatriates through careful selection, performance management, and global teams

AACSB: Diverse and multicultural work environments

48) According to Mansour Javidan, the ability to function successfully in the host country through internal acceptance of different cultures and a strong desire to learn from new experiences is termed ________.

A) cognitive complexity

B) psychological capital

C) social capital

D) intellectual capital

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-3: To emphasize the need for managing the performance of expatriates through careful selection, performance management, and global teams

AACSB: Diverse and multicultural work environments

49) According to Tye and Chen, which of the following characteristics has the greatest predictive value of determining expatriate success?

A) gender

B) stress tolerance

C) international experiences

D) domestic work experience

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-3: To emphasize the need for managing the performance of expatriates through careful selection, performance management, and global teams

AACSB: Diverse and multicultural work environments

50) Expatriate failure, defined in broad terms, refers to the ________.

A) manager's premature return home due to poor job performance

B) manager's miscues, which give competitors a market advantage

C) unintentional dilution of the company's core competency

D) poor expatriate selection procedures of the MNE

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-3: To emphasize the need for managing the performance of expatriates through careful selection, performance management, and global teams

AACSB: Diverse and multicultural work environments

51) ________ is the early return of an expatriate manager to the home country because of an inability to perform in the overseas assignment.

A) Culture shock

B) Expatriate return

C) Expatriate failure

D) Managerial incompetence

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-3: To emphasize the need for managing the performance of expatriates through careful selection, performance management, and global teams

AACSB: Diverse and multicultural work environments

52) Which of the following most likely occurs as a result of expatriate failure?

A) culture shock

B) diminished careers

C) acculturation

D) knowledge sharing

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-3: To emphasize the need for managing the performance of expatriates through careful selection, performance management, and global teams

AACSB: Diverse and multicultural work environments

53) Which of the following is the LEAST critical area of expatriate preparation?

A) cultural training

B) language instruction

C) technical training

D) familiarity with everyday matters

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-3: To emphasize the need for managing the performance of expatriates through careful selection, performance management, and global teams

AACSB: Diverse and multicultural work environments

54) A(n) ________ training technique exposes trainees to the kinds of situations they are likely to encounter, which are critical to successful interactions.

A) area studies

B) field experiences

C) language trainings

D) host country program

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-3: To emphasize the need for managing the performance of expatriates through careful selection, performance management, and global teams

AACSB: Diverse and multicultural work environments

55) In the global stage of a firm's globalization, ________.

A) training is focused on local culture and interpersonal skills

B) the need for training is virtually nonexistent

C) host-country nationals are trained to understand parent-country products and policies

D) the need for training is high

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-3: To emphasize the need for managing the performance of expatriates through careful selection, performance management, and global teams

AACSB: Application of knowledge

56) ________ is the first stage in a comprehensive plan for developing expatriates.

A) Assessing development and support needs

B) Integration of the value added to the firm

C) Development of a contract

D) Problem recognition

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Diverse and multicultural work environments

57) Which of the following is the final stage of the IHRM process that is used to maximize the effectiveness of expatriate assignments?

A) selection of expatriate

B) debriefing expatriate and family to improve IHRM process

C) development of contract

D) assessment of development and support needs

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Diverse and multicultural work environments

58) The goal of cross-cultural training is to ease the expatriate's adjustment to the new environment by reducing ________.

A) culture shock

B) power distance

C) social distance

D) cultural diversity

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Diverse and multicultural work environments

59) A state of disorientation and anxiety that results from not knowing how to behave in an unfamiliar culture is called ________.

A) culture shock

B) enculturation

C) cultural contingency

D) acculturation

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Diverse and multicultural work environments

60) Which of the following is most likely to occur in the honeymoon stage of culture shock?

A) new arrivals are fascinated by aspects of the new culture

B) individuals become annoyed by unpredictable quirks of the new culture

C) emotions hit rock bottom for visitors

D) visitors better understand and appreciate local customs and behavior

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Diverse and multicultural work environments

61) William has been transferred to an office in Japan for a year. In his first few weeks, he began to feel confused and rejected as well as a sort of mourning for home. William is experiencing ________.

A) expatriate failure

B) repatriation

C) acculturation

D) culture shock

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Diverse and multicultural work environments

62) Which of the following examples is helping with integration of an expatriate (Mr. Jurgen von Hagen) of a German multinational enterprise at their U.S. subsidiary?

A) talking mostly about the headquarters

B) learning French and Spanish

C) maintaining low degree of professionalism at the office

D) trying to adapt to the local culture

Difficulty: 1: Easy

Chapter: 9

Skill: Application

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Application of knowledge

63) According to Oberg, which of the following is the final stage of culture shock?

A) honeymoon

B) biculturalism

C) gradual adjustment

D) irritation and hostility

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Diverse and multicultural work environments

64) As described by Oberg, which of the following is most likely a characteristic of the irritation and hostility stage of culture shock?

A) excitement

B) homesickness

C) appreciation of local practices

D) positive attitudes and expectations

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Diverse and multicultural work environments

65) As described by Oberg, in the ________ stage of culture shock the expatriate and his or her family members come to understand and predict patterns of behavior, use the language, deal with daily activities, and accept their new life.

A) honeymoon

B) biculturalism

C) gradual adjustment

D) irritation and hostility

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Diverse and multicultural work environments

66) As described by Oberg, ________ refers to the stage in culture shock in which the manager and family members grow to accept and appreciate local people and practices, and are able to function effectively in two cultures.

A) gradual adjustment

B) honeymoon

C) biculturalism

D) irritation and hostility

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Diverse and multicultural work environments

67) Which of the following best summarizes the goal of cross-cultural awareness training for expatriates?

A) It enables expatriates to cope with reverse-culture shock.

B) It enables expatriates to share knowledge with host-country nationals more effectively.

C) It enables expatriates to significantly upgrade their technical skills.

D) It enables expatriates to effectively communicate with local customers and employees and be sensitive to the host-country's culture.

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Application of knowledge

68) Why do international HR managers most likely need to adjust hiring, firing, and training methods on a country-by-country basis?

A) ensure compensation equity

B) comply with international laws

C) adjust for national and cultural differences

D) meet requirements of joint venture contracts

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Diverse and multicultural work environments

69) Training for host-country nationals during the export stage of globalization will most likely focus on ________.

A) parent-country products

B) global conduct policies

C) product and service systems

D) production and service procedures

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Application of knowledge

70) An appropriate compensation and benefits package is most likely to ________.

A) increase the rate of attrition significantly

B) lower the importance of training

C) lower the overall organizational efficiency in the short-term

D) motivate employees

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Application of knowledge

71) Which of the following is a factor that facilitates integration of expatriate staff with local staff?

A) withholding useful information

B) having a headquarters mentality

C) speaking the local language

D) demonstrating autocratic behavior

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Diverse and multicultural work environments

72) Which of the following factors will facilitate integration of expatriate staff with local staff?

A) knowledge sharing

B) headquarters mentality

C) Superior and autocratic behavior

D) Spouse and family problems

Difficulty: 3: Challenging

Chapter: 9

Skill: Concept

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Diverse and multicultural work environments

73) Which of the following methods is used to reduce the overall costs of expatriate assignments?

A) standardizing global competition

B) encouraging expatriates to visit their home country frequently

C) extending the expatriate's tour

D) implementing global benefits policies

Difficulty: 3: Challenging

Chapter: 9

Skill: Concept

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Analytical thinking

74) The concept of "keeping the expatriate whole" in terms of compensation most likely means ensuring that the expatriate's ________.

A) family is prepared for the overseas assignment

B) health insurance coverage is globally accepted

C) foreign and domestic taxes are paid in a timely manner

D) standard of living is at par with that of colleagues at home

Difficulty: 3: Challenging

Chapter: 9

Skill: Concept

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Diverse and multicultural work environments

75) The ________ is often used to equalize the standard of living between the host country and the home country, and to add some compensation for inconvenience or qualitative loss.

A) localization approach

B) balance sheet approach

C) relocation strategy

D) going-rate approach

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Analytical thinking

76) Which of the following is correct regarding expatriates?

A) An example of an expatriate is a U.S. citizen who works at a Mexican subsidiary of a Canadian multinational, but commutes back to the US every day.

B) An example of an expatriate is a Canadian citizen who works in the U.S. at a Canadian subsidiary of a US multinational.

C) An example of an expatriate is a US citizen who works at a Mexican subsidiary of a US multinational.

D) An example of an expatriate is a US citizen who works at a Mexican subsidiary of a Canadian multinational.

Difficulty: 2: Moderate

Chapter: 9

Skill: Application

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Application of knowledge

77) Relocation expense is an example of ________.

A) a salary

B) a tax

C) an allowance

D) a benefit

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Application of knowledge

78) The ________ pays the expatriate the going rate for similar positions in the host country, plus whatever allowances and benefits for the assignment that the manager negotiates.

A) localization approach

B) privatization approach

C) balance sheet approach

D) home-based approach

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Analytical thinking

79) With the increasing number of companies that operate around the world and assign and move personnel from one country to another, ________ has become exceedingly complex.

A) employing third-country nationals

B) designing equitable pay scales

C) employing local talent

D) convincing employees to take up foreign assignments

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Diverse and multicultural work environments

80) Which of the following most likely occurs when a manager is transferred to another part of the country where there are significant cultural differences?

A) subculture shock

B) culture shock

C) expatriation

D) repatriation

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Diverse and multicultural work environments

81) Joan Kerry, an American national, worked as a senior manager in her firm's headquarters in New Jersey. When her firm opened a new office in San Francisco, she was transferred to California. Soon, she started feeling like an immigrant in her own country owing to the differences in attitudes and lifestyle between New Jersey and California. Joan is most likely experiencing ________.

A) segregation

B) subculture shock

C) social distance

D) power distance

Difficulty: 2: Moderate

Chapter: 9

Skill: Application

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Analytical thinking

82) Which of the following offers insight into a host country's political, legal, economic, and social institutions as a way of enhancing environmental briefings?

A) language training

B) field experience

C) sensitivity training

D) cultural orientation

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-5: To discuss the role of host country managers and the need for their training and appropriate compensation packages

AACSB: Diverse and multicultural work environments

83) Which of the following refers to a core concept of the Toyota Way?

A) low emphasis on organizational learning

B) ownership of problems and visibility

C) hiding problems and difficulties from authorities

D) high emphasis on individual achievement

Difficulty: 3: Challenging

Chapter: 9

Skill: Concept

LO: 9-5: To discuss the role of host country managers and the need for their training and appropriate compensation packages

AACSB: Application of knowledge

84) Managerial training in ________ is particularly critical for firms in new economy and emerging markets.

A) sales and marketing

B) branding

C) information and communication technologies

D) nano technology

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-5: To discuss the role of host country managers and the need for their training and appropriate compensation packages

AACSB: Information technology

85) Which of the following refers to a training priority for e-business development?

A) addressing security and privacy concerns

B) training personnel in soft skills

C) training personnel in talent management

D) devising a sustainable revenue model

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-5: To discuss the role of host country managers and the need for their training and appropriate compensation packages

AACSB: Information technology

86) Which of the following is true with regard to training and compensating host-country nationals?

A) HCNs are rarely offered training in global business and Internet technology within their home corporations.

B) The traditional lifetime employment and guaranteed tidy pension of the East are being increasingly adopted by the West.

C) Many multinationals wish to train their employees to bridge the divide between the firm's successful corporate culture and practices, and the local culture and work practices.

D) In contemporary times, MNCs rarely have a global pay strategy in place.

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-5: To discuss the role of host country managers and the need for their training and appropriate compensation packages

AACSB: Diverse and multicultural work environments

87) The need to outsource employees is a complex issue for international human resource (IHR) managers as they seek to support strategic mandates.

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-1: To understand the strategic importance to the firm of the IHRM function and its various responsibilities

AACSB: Diverse and multicultural work environments

88) Outsourcing skilled and professional jobs have implications for their human resource practices at home and not around the world.

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-1: To understand the strategic importance to the firm of the IHRM function and its various responsibilities

AACSB: Diverse and multicultural work environments

89) Challenges for companies around the world include growing workforce mobility and the increasing trend of outsourcing service and professional jobs, which have now joined manufacturing jobs in the category of boundary less human capital.

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-1: To understand the strategic importance to the firm of the IHRM function and its various responsibilities

AACSB: Diverse and multicultural work environments

90) IHRM is being recognized as a minor determinant of success or failure in international business.

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-1: To understand the strategic importance to the firm of the IHRM function and its various responsibilities

AACSB: Diverse and multicultural work environments

91) International human resource management is a vital component of implementing global strategy.

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-1: To understand the strategic importance to the firm of the IHRM function and its various responsibilities

AACSB: Application of knowledge

92) Building global corporate cultures and staffing organizations with global leaders are some of the major challenges faced by the HR function in the global arena.

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-1: To understand the strategic importance to the firm of the IHRM function and its various responsibilities

AACSB: Diverse and multicultural work environments

93) Host-country nationals are employees assigned to key positions in countries other than their own.

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

94) When a company is at the internationalization stage of strategic expansion, and has a centralized structure, it will likely use a polycentric staffing approach to fill key managerial positions.

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

95) Companies use ethnocentric staffing to re-create local operations in the image of home-country operations.

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

96) Companies using a polycentric staffing approach, avoid using parent-country nationals to fill in key managerial positions.

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

97) A polycentric recruiting approach enables a company to take advantage of its worldwide pool of management skill.

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

98) In ethnocentric staffing, operations outside the home country are managed by individuals from the host country.

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

99) The major drawback of polycentric staffing is the potential for losing control of the host-country operation.

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

100) In geocentric staffing, operations outside the home country are managed by the best-qualified individuals, regardless of their nationality.

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

101) An ethnocentric policy can create barriers for the host-country office.

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

102) Inpatriate managers can facilitate multicultural management teams in global organizations.

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

103) With an ethnocentric staffing approach, host-country nationals are hired to fill key positions in their own country.

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

104) Host-country nationals are more likely to be accepted by people both inside and outside the subsidiary, and they provide role models for other upwardly mobile personnel.

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

105) Local managers are, by and large, effective in dealing with problems in sensitive political situations.

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

106) One disadvantage of a polycentric staffing policy is the difficulty of coordinating activities and goals between the subsidiary and the parent company, including the potentially conflicting loyalties of the local manager.

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

107) The term "transpatriate" is increasingly replacing expatriate.

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

108) Expatriates are managers with global experience who are transferred to the organization's headquarters country so that their overseas business and cultural experience and contacts can facilitate interactions among the country's far-flung operations.

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

109) A staffing option known as inpatriates has been used to provide a linking pin between the company's headquarters and local host subsidiaries.

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

110) In the global staffing approach, the best managers are recruited from within or outside of the company, regardless of nationality.

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

111) In a polycentric staffing approach, recruiting is done on a regional basis and can produce a specific mix of PCNs, HCNs, and TCNs, according to the needs of the company or the product strategy.

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

112) Expatriates are managers with global experience who are transferred to the organization's headquarters country, so their overseas business and cultural experience and contacts can facilitate interactions among the country's far-flung operations.

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-3: To emphasize the need for managing the performance of expatriates through careful selection, performance management, and global teams

AACSB: Diverse and multicultural work environments

113) Local managers can provide communication of strategic goals and change processes, and provide continuity among revolving expatriates and host nationals.

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-3: To emphasize the need for managing the performance of expatriates through careful selection, performance management, and global teams

AACSB: Diverse and multicultural work environments

114) Alienation or lack of support from headquarters is one of the major causes of expatriate failure.

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-3: To emphasize the need for managing the performance of expatriates through careful selection, performance management, and global teams

AACSB: Analytical thinking

115) Culture shock refers to a state of disorientation and anxiety about not knowing how to behave in an unfamiliar culture.

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Diverse and multicultural work environments

116) To ensure that expatriates do not lose out through their overseas assignment, the balance sheet approach is often used to equalize the standard of living between the host country and the home country.

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Diverse and multicultural work environments

117) Training programs designed for preparing employees for assignments abroad consist of area studies, practical information, and cross-cultural awareness.

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Diverse and multicultural work environments

118) Cross-cultural awareness training tends to lower intercultural sensitivity and effectiveness.

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Diverse and multicultural work environments

119) Many multinationals, in particular "chains," wish to train their local managers and workers to bridge the divide between the firm's successful corporate culture and practices, and the local culture and work practices.

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-5: To discuss the role of host country managers and the need for their training and appropriate compensation packages

AACSB: Diverse and multicultural work environments

120) Briefly discuss the interdependence of strategy, structure, and staffing.

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-1: To understand the strategic importance to the firm of the IHRM function and its various responsibilities

AACSB: Application of knowledge

121) Briefly define the ethnocentric, polycentric, regiocentric, and global staffing approaches.

Difficulty: 1: Easy

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Application of knowledge; Diverse and multicultural work environments

122) What are the advantages of the global staffing approach?

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Application of knowledge; Diverse and multicultural work environments

123) Why do most firms shift from ethnocentric staffing to polycentric or regiocentric staffing methods?

Difficulty: 3: Challenging

Chapter: 9

Skill: Concept

LO: 9-2: To learn about the major staffing options for global operations and the factors involved in those choices

AACSB: Diverse and multicultural work environments

124) What are the major causes of expatriate failure?

Difficulty: 3: Challenging

Chapter: 9

Skill: Concept

LO: 9-3: To emphasize the need for managing the performance of expatriates through careful selection, performance management, and global teams

AACSB: Diverse and multicultural work environments

125) What is the difference between culture shock and subculture shock?

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Diverse and multicultural work environments

126) What are the different stages of culture shock as described by Oberg?

Difficulty: 3: Challenging

Chapter: 9

Skill: Concept

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Diverse and multicultural work environments

127) What are the factors that facilitate and hinder the integration of expatriate staff with local staff?

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Diverse and multicultural work environments

128) Why is expatriate compensation complicated? What are some of the universal best practices regarding employee compensation?

Difficulty: 3: Challenging

Chapter: 9

Skill: Concept

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Diverse and multicultural work environments

129) Explain the balance sheet approach to international compensation packages. Why is this approach so important?

Difficulty: 2: Moderate

Chapter: 9

Skill: Concept

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Diverse and multicultural work environments

130) Describe Tung's five training techniques for assisting expatriates in the adjustment process. How can training be integrated with global orientation?

Difficulty: 3: Challenging

Chapter: 9

Skill: Synthesis

LO: 9-4: To appreciate the necessity of cross-cultural training, job-specific training techniques, and appropriate compensation for expatriate performance

AACSB: Analytical thinking