Question 1

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

Accepted Answer

The same criteria for selecting home-country employees, such as qualifications, skills, and experience, can also be applied to host-country nationals as they are also potential employees. However, additional factors such as language skills, cultural sensitivity, and legal requirements may also need to be considered when selecting host-country nationals for employment.

Question 2

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

Accepted Answer

When managers move abroad with their families, the children often face difficulties in adjusting to a new culture, language, and social environment. Therefore, the statement is true.

Question 3

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 4

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

Accepted Answer

TCNs (Third Country Nationals) are often hired by multinational companies to work in developing countries due to their lower labor costs and skills in specialized fields. Therefore, they are more prevalent in developing countries than in developed countries.

Question 5

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

Accepted Answer

According to various studies on expatriate failures, family-related issues (such as spouse and family dissatisfaction with the new location or culture shock) are often cited as one of the major reasons for failure, not just lack of technical skills.

Question 6

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 7

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 can provide cost advantages due to lower wage expectations and cultural similarities with the host country.

Question 8

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 9

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

Accepted Answer

The answer of In developing countries,third country nationals are often...

Question 10

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 11

Employees hired in the host country are sometimes called inpatriates.

Accepted Answer

Inpatriates are employees who are hired in the host country.

Question 12

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 13

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

The answer of A recent study reported that 77 percent...

Question 14

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

Accepted Answer

According to research, family adjustment is critical in the job performance of expats. Family issues such as difficulty in adjusting to a new environment, separation anxiety, and lack of social support can affect an expat's job performance and overall well-being. Employers must provide resources and support to help expat families with their transition to a new country.

Question 15

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

Accepted Answer

Reverse culture shock occurs when someone returns to their home country after living abroad for an extended period of time. The individual may experience difficulties adjusting to their previous way of life and may feel like a stranger in their own country. This can also occur when an expatriate returns to their home company and experiences changes or differences in the company culture.

Question 16

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.

Question 17

Expatriate assignments have been reported to lead to faster promotions.

Accepted Answer

Expatriate assignments often expose professionals to new cultures, languages, and business practices, making them more adaptable and versatile employees. This can result in faster promotions and career progression.

Question 18

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

Accepted Answer

This statement is true. The term "trailing spouse" is often used to refer to the spouse who accompanies their partner on a foreign assignment, and may face challenges such as finding employment or adapting to a new culture.

Question 19

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

Accepted Answer

The statement is true, with failure rates for expatriate assignments varying widely but often reported as being between 25 and 45 percent.

Question 20

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

Encouraging parent country nationals to study the language and culture of the country they will be sent to is a common practice for companies to ensure a smoother transition and better communication with local employees and customers.

Quiz 16: Managing Human Resources in an International Context