Solved by verified expert :116. International expatriates should be selected
by a board consisting of former expatriates.
117. While it is illegal to ask domestic
candidates questions about their family, it is essential to explore this area
with candidates for an expatriate assignment.
118. General Motors’ low premature-return rate of
its expatriates is evidence of the effectiveness of its cross-cultural training
program.
119. The most extensive type of cross-cultural
training is the affective approach, which focuses on providing expatriates with
the psychological and managerial skills they will need to perform effectively
during a moderate-length assignment.
120. Calculating the compensation package for
expatriate employees is one of the most difficult tasks facing multinational
companies.
121. Compensation
policies can create conflict. If locals
compare their compensation to the expatriate’s, they may feel they are being
treated unfairly.
122. A culture’s focus on the hierarchy of status
in society is one element of the cultural dimension of power distance.
123. All cultures have five basic dimensions,
according to Hofstede, including their degree of uncertainty avoidance.
124. Spain, Mexico, and the Philippines are
examples of countries that highly value egalitarianism and participation in
decision making.
125. Sacrifice for others, team effort, and a
belief in the hand of fate are important culture values for employees in the
countries of Taiwan, South Korea, and Indonesia.
126. The foreign subsidiary of a U.S.-based
company must follow the same EEO laws as if it were operating within the U.S.
borders.
127. An international subsidiary must reflect the
moral attitudes of the home country.
128. It is estimated that only about 20% of U.S.
firms with less than 500 employees have ever been active exporters.
129. HRM practices all over the world are
beginning to reflect more similarities with one another.
