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15 Cards in this Set
- Front
- Back
Historically, MNCs have staffed key positions in their foreign affiliates with host-country
nationals. |
False
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Managers who live and work outside their home country are called expatriates.
|
True
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Most MNCs strive for a balance between age and experience in their expatriate employees.
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True
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One of the reasons why there has been a decline in the number of expats in recent years is that
MNCs have found that the expense can be prohibitive. |
True
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Repatriation agreements typically promise an expatriate a specific position and salary when he/she
returns to the home office. |
True
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An ethnocentric MNC puts host-office people in charge of key international management positions.
|
False
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Expatriate managers who are citizens of the country where the multinational corporate is
headquartered are referred to as: A. Host-country nationals B. Home-country nationals C. Inpatriates D. Third-country nationals |
B
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Which of the following statements about third-country nationals is false?
A. TCN managers can often achieve corporate objectives more effectively than do expatriates B. During periods of rapid expansion, TCNs can substitute for expatriates in well-established operations C. During rapid expansion, TCNs can offer different perspectives that can expand on the narrowly focused viewpoints of local nationals D. In joint ventures, TCNs can demonstrate a global image and bring unique cross-cultural skills to the relationship |
B
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In general, some evidence suggests that testing is:
A. Extremely popular among MNCs B. Not extremely popular among MNCs C. Used more in the selection of overseas managers than domestic managers D. Used by a high percentage of MNCs in selecting expatriate managers |
B
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The organizational input into anticipatory adjustment is most directly related and concerned with
the: A. Motivation process B. Selection process C. Compensation plan D. Quality of leadership |
B
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Expatriate salaries typically are set according to the base pay of:
A. An index of 13 firms maintained by the United Nations B. The home country C. The host-country D. A neutral third-country determined by the expatriate and his/her company |
B
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The benefits of a lump-sum incentive system would include all of the following except:
A. One-time payment retaining its value as an incentive B. Cost containment of firm due to one-time payment C. Separate payment distinguishable from regular pay D. Employees being encouraged to be motivated by financial incentives |
D
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Which of the following approaches is used to develop an expatriate compensation package that
involves setting a compensation system for all expats who are assigned to a particular region and paying everyone in accord with that system? A. Regional system B. Balance-sheet approach C. Cafeteria approach D. Lump-sum method |
A
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An individual who is responsible for ensuring that a firm's business systems are in accord with
those of the local culture is a(n): A. Cultural integrator B. Global facilitator C. International transition specialist D. Global socialization specialist |
A
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The belief that one's own way of doing things is superior to that of others is:
A. Polycentrism B. Geocentrism C. Ethnocentrism D. Regiocentrism |
C
|