Question 1
5 out of 5 points
A multinational builds it stock of human resources or human capital by:
a. Training and development activities
b. Buying stock in another company
c. Hiring from competitors
d. Keeping up with trends of hiring
Question 2
5 out of 5 points
A useful way for employees to gain a broader perspective of an MNE is:
a. Matrix structures
b. Job rotations
c. Short-term assignments
d. Commuter
Question 3
5 out of 5 points
There is a continuing pressure from developing countries for:
a. PCN transfers
b. Effective pre-departure training
c. Long term assignments
d. Localization of training and development initiatives
Question 4
0 out of 5 points
Boundaryless careerists are:
a. Highly qualified mobile professionals
b. Careers that consist of a job for life
c. Self-employed contract workers
d. Jobs generated by a multinational
Question 5
5 out of 5 points
Along with expected financial gains, the primary motive for accepting an international assignment is
a. Knowledge
b. Travel
c. Career advancement
d. Need
Question 6
5 out of 5 points
Disregarding the importance of foreign language skills may reflect ___________ assumptions.
a. Multicentric
b. Polycentric
c. Regiocentric
d. Ethnocentric
Question 7
5 out of 5 points
Language skills are important in terms of:
a. Employee personal development
b. Travel and dining abilities
c. Recruitment and selection process
d. Task performance and cultural adjustment
Question 8
5 out of 5 points
Expatriates appearing to have greater job satisfaction during and after their international assignment had:
a. Preliminary visits
b. Language classes
c. Integrated cross-cultural training
d. Higher compensation
Question 9
5 out of 5 points
One technique useful in orienting any international employee is a/an:
a. Interview with a host national
b. Preliminary visit to the host country
c. Review of the country or region in the news
d. Selection of readings about the history of the host country
Question 10
5 out of 5 points
A major objective of intercultural training is:
a. To make the assignee an expert in the host country
b. To help people cope with unexpected events in a new culture
c. To create a concern on the part of the assignee so they take the assignment seriously
d. Get the assignee through the first week or so of the assignment
Question 11
0 out of 5 points
The “affective approach” to training partially consists of:
a. Cultural briefings and area briefings
b. Field experiments and simulations
c. Role-playing and case studies
d. Survival level language training and sensitivity training
Question 12
5 out of 5 points
Training and development is a critical component of an international assignee because:
a. Expatriates are trainers, part of the transfer of knowledge across units
b. Expatriates are not expected to ensure that systems and processes are adopted
c. Expatriates do not rely on assignments for developmental purposes
d. Expatriates are expected to return to the host country and train parent company employees
Question 13
0 out of 5 points
The components of a pre-departure training referred to as “practical assistance”:
a. Provides information that assist in relocation
b. Provides money for transportation
c. Consist solely of language training
d. Is seldom provided to expatriates
Question 14
0 out of 5 points
Preliminary visits to the host country:
a. Encourages more informed pre-department preparations
b. Is a perk in the recruitment process
c. Is discouraged in European countries
d. Is too expensive to be considered
Question 15
5 out of 5 points
The final stage in the expatriation process is:
a. Inpatriate
b. Repatriation
c. Transpatriation
d. Counterpatriation
