Quiz 11 Hr Selection And Development Across Cultures

Front 1

Historically, MNCs have staffed key positions in their foreign affiliates with host-country
nationals.

Back 1

False

Front 2

Managers who live and work outside their home country are called expatriates.

Back 2

True

Front 3

Most MNCs strive for a balance between age and experience in their expatriate employees.

Back 3

True

Front 4

One of the reasons why there has been a decline in the number of expats in recent years is that
MNCs have found that the expense can be prohibitive.

Back 4

True

Front 5

Repatriation agreements typically promise an expatriate a specific position and salary when he/she
returns to the home office.

Back 5

True

Front 6

An ethnocentric MNC puts host-office people in charge of key international management positions.

Back 6

False

Front 7

Expatriate managers who are citizens of the country where the multinational corporate is
headquartered are referred to as:
A. Host-country nationals
B. Home-country nationals
C. Inpatriates
D. Third-country nationals

Back 7

B

Front 8

Which of the following statements about third-country nationals is false?
A. TCN managers can often achieve corporate objectives more effectively than do expatriates
B. During periods of rapid expansion, TCNs can substitute for expatriates in well-established
operations
C. During rapid expansion, TCNs can offer different perspectives that can expand on the narrowly
focused viewpoints of local nationals
D. In joint ventures, TCNs can demonstrate a global image and bring unique cross-cultural skills to the
relationship

Back 8

B

Front 9

In general, some evidence suggests that testing is:
A. Extremely popular among MNCs
B. Not extremely popular among MNCs
C. Used more in the selection of overseas managers than domestic managers
D. Used by a high percentage of MNCs in selecting expatriate managers

Back 9

B

Front 10

The organizational input into anticipatory adjustment is most directly related and concerned with
the:
A. Motivation process
B. Selection process
C. Compensation plan
D. Quality of leadership

Back 10

B

Front 11

Expatriate salaries typically are set according to the base pay of:
A. An index of 13 firms maintained by the United Nations
B. The home country
C. The host-country
D. A neutral third-country determined by the expatriate and his/her company

Back 11

B

Front 12

The benefits of a lump-sum incentive system would include all of the following except:
A. One-time payment retaining its value as an incentive
B. Cost containment of firm due to one-time payment
C. Separate payment distinguishable from regular pay
D. Employees being encouraged to be motivated by financial incentives

Back 12

D

Front 13

Which of the following approaches is used to develop an expatriate compensation package that
involves setting a compensation system for all expats who are assigned to a particular region and
paying everyone in accord with that system?
A. Regional system
B. Balance-sheet approach
C. Cafeteria approach
D. Lump-sum method

Back 13

A

Front 14

An individual who is responsible for ensuring that a firm's business systems are in accord with
those of the local culture is a(n):
A. Cultural integrator
B. Global facilitator
C. International transition specialist
D. Global socialization specialist

Back 14

A

Front 15

The belief that one's own way of doing things is superior to that of others is:
A. Polycentrism
B. Geocentrism
C. Ethnocentrism
D. Regiocentrism

Back 15

C