Solved by verified expert :51. The affective approach to cross-cultural
training:
a) is
suggested for those who will be abroad for one month or less.
b) includes
role-playing and stress-reduction training.
c) includes
extensive language training.
d) is
the least costly method of cross-cultural training.
e) a
and d
52. Career planning can motivate expatriates to
perform well, stay the appointed length of time, and be high performers upon
returning to the home office if:
a) the
expatriates are provided with appropriate language training.
b) the
expatriates have effective real-world cross cultural training.
c) the
assignment is challenging.
d) the
international assignment is an advancement step in the firm.
e) they
are provided a mentor in their overseas assignment.
53. Successful career planning for expatriates
requires which of the following?
a) That
the expatriates receive a disposable income that is equivalent to what they
would receive at home.
b) That
expatriates receive support from the home office, whether by mentoring or
mini-sabbaticals, or by some other method.
c) That
the power distance be greater in the home country than in the country of their
assignment.
d) That
the international assignment be a step toward advancement within the firm.
e) b
and d
54. Compensation is as important for an
expatriate as for a domestic manager. Several important guidelines for
compensation planning include:
a) providing
the expatriate with a disposable income comparable to that of his counterparts
in the foreign subsidiary.
b) a
cash bonus for the successful completion of the assignment, paid upon return to
the home country.
c) assigning
expatriates lower-level jobs.
d) creating
camaraderie with local managers by assigning the expatriate to the same type of
job.
e) granting
cost-of-living adjustments to ensure that the expatriate is paid the equivalent
of his home country salary.
55. One of the most expensive cities in the
world for expatriates to live in is currently:
a) New
York.
b) Bombay.
c) Tokyo.
d) Paris.
e)
Florence.
56. The standard “add-on” incentive for
accepting an international assignment is ___ of base salary.
a) 15%
b) 25%
c) 35%
d) 45%
e)
30%
57. International compensation packages are
currently:
a) quite
simple—locals are paid in local currency, while expatriates are paid on their
home country payroll.
b) relatively
simple, with all employees paid according to the local region’s or country’s
payroll scale.
c) relatively
complex, with solutions being as varied as the companies and countries
involved.
d) relatively
standardized, with companies creating a two-tier system, local and expatriate.
e) following
two forms—one with allowances adjusted to the host country but with salary tied
to the home country; the other, an international cadre policy.
58. When it comes to selecting managers in
subsidiaries of a multinational firm, your text suggests that:
a) these
positions be filled by locals if at all possible.
b) these
positions be filled by locals only if there is social unrest.
c) these
positions be filled by expatriates.
d) the
ethnocentric approach be used.
e) a
and d
59. When it comes to compensating U.S.
expatriates:
a) they
often receive better packages than employees at home.
b) it
is becoming too expensive to offer them packages based on U.S. salaries.
c) their
disposable income should be significantly higher than their disposable income
at home.
d) they
should all receive free housing.
e) a
and c
60. Geert
Hofstede identified five measures or dimensions of culture. One of those
dimensions, the extent to which individuals expect a hierarchical structure
that emphasizes status differences between subordinates and superiors, is
called:
a) power
distance.
b) individualism.
c) long-term/short-term
orientation.
d) uncertainty
avoidance.
e)
masculinity/femininity.
