Solved by verified expert :41. Companies can enhance the success of their
expatriates through a careful selection process. A key criterion to consider
when choosing successful expatriate managers is:
a) ability
in the host country’s language.
b) their
lack of previous international experience to eliminate bias against that
culture.
c) the
candidates’ key technical skills.
d) screening
the candidates’ personal interests and hobbies for compatibility with the host
country’s culture.
e) their
nation of birth, as it works well to hire foreign-born managers for work in the
country of their birth.
42. Sami
is on Patents, Inc.’s selection board, which has been assigned to choose an
expatriate for an international subsidiary in Negril. She suggests that:
a) technical
ability serve as the most important qualifying criterion.
b) the
company screen applicants but not their families.
c) the
board choose someone who has had previous international experience.
d) the
company not choose a foreign-born employee to serve as an expatriate.
e) a
and d
43. Decisions
regarding the selection of expatriates should:
a) be
made solely by the candidate’s direct supervisor.
b) be
based upon the technical skill of the candidate.
c) be
made by a selection board of repatriates.
d) be
focused solely upon native-born workers.
e) be
based upon the candidate’s personal interests and hobbies for compatibility
with the host country’s culture.
44. An
important difference between selecting an expatriate manager and selecting a
manager for a domestic assignment is:
a) interviewing
of the candidate by a panel of higher level managers.
b) reviewing
the candidate’s political views.
c) screening
the candidate’s spouse and family.
d) measuring
the candidate’s social skills.
e) assessing
the candidate’s psychological make-up.
45. General Motors has a less than 1% premature
return rate of expatriate managers, largely because of its emphasis on:
a) the
initial selection process.
b) cross-cultural
training.
c) its
screening of candidates’ families.
d) career
planning for expatriate managers.
e) global
HRM policies.
46. The least expensive cross-cultural training
a company can offer its expatriate managers is called the:
a) affective
approach.
b) information-giving
approach.
c) real
world approach.
d) fictional-cultural
approach.
e)
impression approach.
47. Aileen
is going to Paris for three weeks to train new store managers. Which would be the best type of training
approach to prepare Aileen for her assignment?
a) The
affective approach.
b) The
real word approach.
c) The
information-giving approach.
d) The
impression approach.
e) The
immersion approach.
48. A
lengthy cross-cultural training that may include language training and field
experiences, and even include the manager’s family is a(n):
a) affective
approach.
b) information-giving
approach.
c) real
world approach.
d) fictional-cultural
approach.
e)
impression approach.
49. A company wants a moderately expensive
approach to cross-cultural training that will take a month or less and will
focus on psychological and managerial skills. Their best choice for
cross-cultural training would be a(n):
a) affective
approach.
b) information-giving
approach.
c) real
world approach.
d) fictional-cultural
approach.
e)
impression approach.
50. Impression approach training includes:
a) “survival-level”
language training.
b) how
to use interpreters.
c) stress-reduction
training.
d) extensive
use of films/books.
e) the
use of an assessment center.
