Question :
71. Which of the following dimensions that have been shown to : 1250955
71. Which of the following dimensions that have been shown to be necessary for successful expatriates is most closely related to the individual’s psychological well-being?
A. The culture dimension
B. The self dimension
C. The relationship dimension
D. The perception dimension
The self dimension are skills that enable a manager to maintain a positive self-image and psychological well-being.
72. Which one of the following dimensions is not an adaptive skill for expatriate success?
A. The financial dimension
B. The self dimension
C. The relationship dimension
D. The perception dimension
Adaptive skills have been categorized into three dimensions: the self dimension, the relationship dimension, and the perception dimension.
73. According to one study of international assignees, the most important selection criteria is
A. flexibility and adaptability.
B. job knowledge and motivation.
C. family situation.
D. relational skills.
One study of international assignees found that they considered the following five factors to be important in descending order of importance: family situation, flexibility and adaptability, job knowledge and motivation, relational skills, and extracultural openness.
74. Recent evidence concerning women expatriates suggests that
A. women still are not accepted as equals in most countries.
B. the novelty of their presence increases their credibility among locals.
C. women don’t desire international assignments.
D. placement of women expatriates is on the decline.
Some women believe that the novelty of their presence among a group of men increases their credibility with locals.
75. Which of the following is not a major consideration for assessing managers’ abilities to adapt to a new cultural environment as expatriates?
A. Religion
B. Motivation
C. Language ability
D. Family considerations
According to the table, religion is not considered a major consideration for assessing managers’ abilities to adapt to a new cultural environment.
76. Identify the question that is helpful to get an insight on the “Resourcefulness and initiative” of an expatriate candidate?
A. How is each member of the family reacting to this possible move?
B. Is the candidate independent; can he make and stand by his decisions and judgments?
C. Does the candidate understand his own culturally derived values?
D. Does the candidate consider the assignment anything other than a temporary overseas trip?
Refer to “Resourcefulness and initiative” in table 15.3.
77. Focusing on an expatriate candidate’s “basic attitude towards the company”, and “any history or indication of interpersonal problems with the company” is helpful in gaining an insight on which of the following?
A. Motivation
B. Resourcefulness
C. Adaptability
D. Career planning
Refer to “Career planning” in table 15.3.
78. Which of the following is not generally emphasized in cross-cultural training programs?
A. How host country employees view their own culture
B. Relevant aspects of the host country’s culture
C. Relevant aspects of the host country’s human capital system
D. How to communicate accurately in the new culture
Cross-cultural training programs emphasize on the expatriates own cultural background, the particular aspects of culture in the new work environment, and to communicate accurately in the new culture.
79. John is undergoing a cross-cultural training to learn more about the country he is about to visit. During the training, he learns that in this country, if a man takes another’s hand on the street, it’s a sign of mutual respect. Which country is John visiting?
A. Russia
B. Japan
C. Saudi Arabia
D. Mexico
Refer to Saudi Arabia in table 15.4.
80. In which county do individuals perform a bizarre handshake whereby, after pressing together the palms, they will slide their hands upward to grasp each other’s thumbs?
A. France
B. Germany
C. Hong Kong
D. Mexico
Refer to Mexico in table 15.4.
81. The total compensation plan that equalizes the purchasing power of the expatriate manager with that of employees in similar positions in the home country and provides incentives to offset the inconvenience incurred in the location is known as
A. the home-country approach.
B. the balance-sheet approach.
C. the equalization approach.
D. the host-country approach.
The balance sheet approach entails developing a total compensation package that equalizes the purchasing power of the expatriate manager with that of employees in similar positions in the home country and provides incentives to offset the inconveniences incurred in the location.
82. In addition to base salary, total expatriate pay packages generally include all but one of the following components. Name the exception.
A. Competency-based pay adjustments
B. Benefits
C. Tax equalization allowances
D. Allowances
Total pay packages have four components: the base salary, tax equalization allowances, benefits, and allowances.
83. Approximately what percent of workers want to leave the company after returning from an overseas assignment?
A. 10 percent
B. 15 percent
C. 20 percent
D. 30 percent
The most recent estimates are that 25 percent of expatriate managers leave the company within one year of returning from their expatriate assignments.
84. The extent to which expatriates receive recognition from peers and bosses following their expatriate assignment refers to
A. validation.
B. communication.
C. adjustment.
D. expectation.
Validation refers to the amount of recognition received by the expatriate upon return home.
85. According to recent research, managers whose job expectations and nonwork expectations were more closely fulfilled during their expatriate assignment generally exhibited which of the following upon their return?
A. Higher job performance and job satisfaction
B. Higher repatriate adjustment and job satisfaction
C. Higher repatriate adjustment and job performance
D. Higher job performance and turnover
One research study noted the role of an expatriate manager’s expectations about the expatriate assignment in determining repatriation adjustment and job performance.
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