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MGT361 Chapter 10: International HRM

Total questions: 20

Worksheet time: 9mins

Name
Class
Date
1.

After training and development takes place, what comes next in the international human resource management process?

a)

contribution to organizational effectiveness

b)

performance appraisal

c)

compensation and benefits

d)

labor relations

2.

Parent country nationals (PCNs) are commonly used to fill lower-level jobs abroad.

a)

True

b)

False

3.

The primary advantage of using a host country national is that the manager already understands the local laws, culture, and economic conditions.

a)

True

b)

False

4.

In a geocentric staffing model, the firm will prefer host country nationals to either parent country nationals or third country nationals.

a)

True

b)

False

5.

Who typically heads up an international division?

a)

third country nationals

b)

host country nationals

c)

parent country nationals

d)

primary country nationals

6.

What is a disadvantage of using host country nationals to manage foreign operations?

a)

high relocation costs to firm

b)

unfamiliarity with firm's practices

c)

loss of key talent from headquarters

d)

inability to understand local customs

7.

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

8.

Mick is a native of South Africa. He works for Octagon, a British MNC, at the firm's Tokyo branch. Mick is best described as a

a)

parent country national

b)

host country national

c)

home country national

d)

third country national

9.

Firms using a(n) ________ primarily use parent country nationals to staff higher-level foreign positions.

a)

ethnocentric staffing model

b)

polycentric staffing model

c)

geocentric staffing model

d)

monocentric staffing model

10.

A manager based in New York who is given a foreign assignment in Tokyo would most likely receive a significant cost-of-living allowance.

a)

True

b)

False

11.

Expatriate managers generally receive differential compensation to make up for dramatic differences in

a)

technical responsibilities

b)

standards of living

c)

travel demands

d)

healthcare

12.

Standardized basic training methods tend to be less expensive than customized ones

a)

True

b)

False

13.

Having the freedom to choose whether to accept or reject an expatriate assignment increases the likelihood a manager will be successful at the assignment.

a)

True

b)

False

14.

Culture shock affects an expatriate's job satisfaction level, but does not tend to affect his or her effectiveness and productivity at work.

a)

True

b)

False

15.

Repatriated managers experience change and uncertainty as they adjust to returning home after a foreign assignment.

a)

True

b)

False

16.

The ability of the family to adapt plays a relatively minor role in expatriate failure.

a)

True

b)

False

17.

________ refers to bringing a manager back home after a foreign assignment has been completed.

a)

Expatriation

b)

Repatriation

c)

Expatriate failure

d)

Acculturation

18.

Which method can reduce the level of culture shock an expatriate is likely to experience?

a)

predeparture language training

b)

increased foreign compensation

c)

initial long-term assignments

d)

personality testing

19.

Which of the following is NOT a phase in the process of acculturation?

a)

Honeymoon

b)

Acceptance

c)

Disillusionment

d)

Biculturalism

20.

John 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. John is experiencing ________.

a)

expatriate failure

b)

repatriation

c)

acculturation

d)

culture shock