Question 1

_______ makes it difficult to evaluate the performance of expatriate managers.

Accepted Answer

Unintentional bias can affect the evaluation process as evaluators may unconsciously favor or disfavor expatriate managers based on preconceived notions or stereotypes.

Question 2

In-house company training programs can foster ________,which comes in the form of shared experiences,informal networks and company jargon.

Accepted Answer

In-house company training programs can create a sense of esprit de corps among employees. This refers to a feeling of camaraderie and loyalty among members of a group who share common experiences and goals. This can lead to a more cohesive and productive team, as well as the development of informal networks and shared company jargon. Cultural sensitivity and resentment, as well as jealousy, are not necessarily fostered by training programs, and may even be exacerbated if not handled properly.

Question 3

Compensation practices varying from country to country,labour laws prohibiting union organisation,and the strong pursuit of equal employment legislation are all complexities in:

Accepted Answer

The complexities mentioned are related to human resources, such as compensation practices and labour laws, which affect the management of employees in different countries. These factors can impact how a company approaches hiring, firing, employee benefits, and overall HR strategy.

Question 4

A support network of friends is a critical need for the expatriate to gain:

Accepted Answer

The answer of A support network of friends is a...

Question 5

In regard to expatriate pay,the ____________ises purchasing power across countries,so employees can enjoy the same living standard in their foreign posting that they enjoyed at home.

Accepted Answer

The balance sheet approach equalizes purchasing power across countries, ensuring that expatriates can maintain their home-country living standard while on foreign assignments.

Question 6

________ should be seen as the final link in an integrated,circular process that connects good selection and cross-cultural training of expatriate managers with completion of their term abroad,and reintegration into their national organisation.

Accepted Answer

Repatriation is the process of reintegrating expatriate managers into their national organisation after their term abroad. It completes the circular process that connects good selection and cross-cultural training of expatriates with their completion of the term abroad. Option A, Indopatriation, is not a recognized term, and neither is option D, Propatriation. Option B, expatriation, refers to the process of sending employees to work in a foreign country, not their return.

Question 7

__________ manager is a citizen of one country who is working abroad in one of his or her firm's subsidiaries.

Accepted Answer

An expatriate is a manager who works in a foreign country for a subsidiary of their company. They are referred to as expatriates because they are living and working outside of their home country. This experience can often be challenging due to the cultural differences and language barriers they may encounter.

Question 8

Those MNE employees who are assigned to foreign operations for an extended period of time,say three to five years,are usually described as expatriates.However,changing business circumstances have seen an increase in the use of a more flexible,short-term approach for an international business operator,otherwise known as:

Accepted Answer

The term used to describe a more flexible, short-term approach for an international business operator is an "international business traveller" (IBT). This term reflects the fact that these employees are not typically considered expatriates, as they may only be temporarily assigned to foreign operations for weeks or months rather than years. Choices A, B, and C do not accurately reflect this concept.

Question 9

Home country managers' appraisals may be biased by:

Accepted Answer

Home country managers may have biased appraisals due to their distance from the foreign subsidiary and their lack of experience working abroad. This could lead to a limited understanding of the local market and culture, as well as a tendency to apply home country norms and practices in assessing performance. Option B and C are incorrect as they do not relate to the specific challenges faced by home country managers when appraising foreign subsidiary managers. Option D is also not accurate as it suggests that personal experiences and jealousy could influence evaluations, which may not necessarily be the case.

Question 10

The type of training that is aimed at helping an expatriate manager,and his or her family,ease themselves into day-to-day life in the host country,is called:

Accepted Answer

The answer of The type of training that is aimed...

Question 11

A large and expanding body of academic research suggests that a strong fit between __________________quired for high profitability.

Accepted Answer

The question is asking about a "strong fit" between two factors that lead to high profitability. Option D suggests that the fit between human resources practices and strategy is important in achieving this outcome. This is supported by numerous studies that highlight the importance of having human resources practices that align with the overall strategy of an organization in order to drive performance and profitability. Therefore, option D is the best choice. The other options may also be important for organizational success, but they are not directly related to profitability.

Question 12

____________ograms are designed to increase the overall skill levels of managers,through a mix of ongoing management education and rotations of managers through a number of jobs within the firm,to give them varied experiences.

Accepted Answer

The description matches the definition of management development programs, which are designed to enhance the skills of managers by providing them with a combination of ongoing education and exposure to various roles within the company. Organisational development focuses on improving the performance of the organization as a whole. Technical development programs focus on developing specific technical skills, while personnel development programs are geared towards improving individual employees' skills and abilities.

Question 13

_________ is concerned with the selection of employees for particular jobs.

Accepted Answer

Staffing policy is concerned with the selection of employees for particular jobs. Compensation policy is concerned with the financial rewards offered to employees, performance appraisal policy is concerned with assessing employee performance and training policy is concerned with developing employee skills and knowledge.

Question 14

To reduce bias in performance evaluations,many expatriates think that more weight should be given to _______ manager's appraisal than to _______ manager's appraisal.

Accepted Answer

Expatriates may believe that the on-site manager has a better understanding of the expatriate's job performance, work environment, and challenges, and therefore their appraisal may be less biased than that of an off-site manager who is less familiar with these aspects. Therefore, more weight should be given to the on-site manager's appraisal to reduce bias in performance evaluations.

Question 15

____________n be used as a conduit for exchanging valuable performance-enhancing knowledge within the organisation.

Accepted Answer

Informal management networks often consist of trusted and experienced employees who have established relationships with each other. They can use these relationships to share insights and tips for improving performance, which can benefit the entire organization. Secret board meetings and unstructured employee gatherings may not offer the same level of focus or reliability, while formal human resource groups may be more bureaucratic and less conducive to the free flow of information.

Question 16

Which of the following is NOT a component of the typical expatriate compensation package?

Accepted Answer

Transportation premium is not generally a component of the typical expatriate compensation package. The other three (base salary, foreign service premium, and allowances) are commonly included in such packages.

Question 17

In regard to the types of allowances often included in an expatriate's compensation package,______allowance is paid when the expatriate is being sent to a difficult location.

Accepted Answer

A hardship allowance is typically paid when an expatriate is being sent to a location that is considered difficult or challenging, such as a place with limited access to healthcare or basic amenities, high levels of crime, political instability or harsh environmental conditions. This type of allowance is intended to compensate the expatriate for the additional stress or risk associated with working in such a location. Education, housing, and cost-of-living allowances are also common features of expatriate compensation packages, but they are not specifically tied to a location's difficulty.

Question 18

The type of training that seeks to foster an appreciation for the host country's culture is called:

Accepted Answer

Cultural training is the type of training that aims to develop an awareness and understanding of the host country's language, customs, beliefs, values, and traditions. This type of training is essential for expatriates to adapt and succeed in a foreign environment. Technical training, on the other hand, focuses on developing specific skills and knowledge related to the job or industry. Language training is focused on improving communication skills in a foreign language, while practical training may refer to any hands-on training or simulations related to the job. However, cultural training specifically emphasizes cultural competence and sensitivity.

Question 19

It is advisable to arrange for a familiarisation trip to the host country,prior to transfer,as a form of:

Accepted Answer

A familiarisation trip to the host country prior to the transfer is a form of cultural training. It allows the employee to experience and understand the cultural differences and nuances of the host country, which can help them to adjust better and avoid any cultural faux pas. Practical training may be necessary for job-specific skills, language training for language barriers, and political training for understanding the political landscape of the host country, but cultural training is necessary for overall cultural adaptation.

Question 20

___________ staffing policy is one in which all key management positions are filled by parent-company nationals.

Accepted Answer

Ethnocentric staffing policies prioritize hiring parent-company nationals for all key management positions, regardless of location or qualifications. This approach assumes that employees from the parent country have superior skills and knowledge, and therefore should oversee operations in foreign locations.

Quiz 14: International Human Resources Management