Question 1

5pts

There are four basic sources that MNCs can tap for positions. These are:

Group of answer choices

Host-country nationals, third-country nationals, United Nations placements, and IMF placements

Home-country nationals, IMF placements, inpatriates, and multipatriates

Home-country nationals, host-country nationals, IMF placements, and multipatriates

Home-country nationals, host-country nationals, third-country nationals, and inpatriates

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Question 2

5pts

Headquarters nationals are another term used for:

Group of answer choices

Third-country nationals

Home-country nationals

Inpatriates

Host-country nationals

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Question 3

5pts

Which of the following is not a reason to use home-country nationals?

Group of answer choices

To satisfy host-country requirements

To start up operations

C

To provide technical expertise

To help the MNC maintain financial control over the operation

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Question 4

5pts

Which of the following statements about third-country nationals are false?

Group of answer choices

TCN managers can often achieve corporate objectives more effectively than do expatriates

During periods of rapid expansion, TCNs can substitute for expatriates in well-established operations

During rapid expansion, TCNs can offer different perspectives that can expand on the narrowly focused viewpoints of local nationals

In joint ventures, TCNs can demonstrate a global image and bring unique cross-cultural skills to the relationship

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Question 5

5pts

An individual from a host-country or a third-country national who is assigned to work in the home country is a(n):

Group of answer choices

Expatriate

Multipatriate

Inpatriate

Quasi-patriate

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Question 6

5pts

This is the primary language of international business and most expatriates from all countries can converse in it.

Group of answer choices

French

.

German

Spanish

English

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Question 7

5pts

The process of evaluating how well a family is likely to stand up to the stress of overseas life is referred to as:

Group of answer choices

Suitability assessment

Selection fitness

Adaptability screening

Expatriate fitness

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Question 8

5pts

In general, some evidence suggests that testing is:

Group of answer choices

Extremely popular among MNCs

Not extremely popular among MNCs

Used more in the selection of overseas managers than domestic managers

Used by a high percentage of MNCs in selecting expatriate managers

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Question 9

5pts

________ concerns have been cited as the most common reason for assignment refusal.

Group of answer choices

Spousal career

.

Job performance

Family

Lack of relevance to future career progress

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Question 10

5pts

The organizational input into anticipatory adjustment is most directly related and concerned with the:

Group of answer choices

Motivation process

.

Selection process

Compensation plan

Quality of leadership

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Question 11

5pts

The most common elements in the typical expatriate compensation package include:

Group of answer choices

Base salary, benefits, allowances, incentives, and taxes

Base salary, bonuses, stock options, and free housing

.

Base salary, benefits, free housing, and free education for the expatriate's children

Base salary, benefits, free travel, free housing, and taxes

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Question 12

5pts

These are an expensive feature of expatriate compensation packages.

Group of answer choices

Base salaries

Allowances

Incentives

Taxes

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Question 13

5pts

The ________ approach involves working out a special, ad hoc arrangement that is acceptable to both the company and the expat.

Group of answer choices

Negotiation

Balance-sheet

Localization

Cafeteria

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Question 14

5pts

An approach to developing an expatriate compensation package that involves giving the expat a predetermined amount of money and letting the individual make his/her own decisions regarding how to spend it is referred to as the:

Group of answer choices

Localization approach

Cafeteria approach

.

Lump-sum method

Balance-sheet approach

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Question 15

5pts

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?

Group of answer choices

Regional system

Balance-sheet approach

Cafeteria approach

Lump-sum method

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Question 16

5pts

Strategies used to help smooth the adjustment from an overseas to a stateside assignment are:

Group of answer choices

Readjustment strategies

Transition strategies

Changeover strategies

Progression strategies

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Question 17

5pts

This is the process of altering employee behavior and attitudes in a way that increases the probability of goal attainment.

Group of answer choices

Organizing

Planning

Training

Controlling

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Question 18

5pts

The four basic philosophical positions that multinationals can assume and influence a company's training program are:

Group of answer choices

Polycentric, geocentric, multicentric, and ultracentric

Ethnocentric, globalcentric, regiocentric, and unicentric

Multicentric, globalcentric, geocentric, and unicentric

Ethnocentric, polycentric, regiocentric, and geocentric

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Question 19

5pts

Which of the following MNCs places local nationals in key positions and allows these managers to appoint and develop their own people?

Group of answer choices

Globalcentric

Polycentric

Regiocentric

Ethnocentric

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Question 20

5pts

This type of MNC seeks to integrate diverse regions of the world through a global approach to decision making.

Group of answer choices

Polycentric

Ethnocentric

Geocentric

.

Unicentric