Question 1

Which of the following is not one of the core questions facing multinationals when it comes to managing and appraising employee performance?

Accepted Answer

A)  Should a multinational rely on a standardized set of policies, procedures, and practices for appraising employee performance worldwide? 
B)  Should a multinational rely on a single, uniform system aligned with local business and management practices? 
C)  Should a multinational take a blended approach to performance appraisal and management? 
D)  Should a multinational rely on a combination of standardized practices and local latitude to keep some local practices intact? 
A)  Should a multinational rely on a standardized set of policies, procedures, and practices for appraising employee performance worldwide? 
B)  Should a multinational rely on a single, uniform system aligned with local business and management practices? 
C)  Should a multinational take a blended approach to performance appraisal and management? 
D)  Should a multinational rely on a combination of standardized practices and local latitude to keep some local practices intact? B

Question 2

Managers who have mental maturity are assumed to have the endurance needed for the rigors of foreign posts, and those who are good at negotiations have a track record of successful business negotiations in multicultural contexts.

Accepted Answer

A) True 
 B)False  True

Question 3

What are some of the common problems encountered when evaluating employee performance? In what ways are these problems complicated in an international setting?

Accepted Answer

Some common problems encountered when evaluating employee performance include subjective evaluations, lack of clear performance metrics, bias or discrimination, and difficulty in measuring intangible skills such as teamwork or leadership. In an international setting, these problems can be further complicated by cultural differences, language barriers, and varying legal and regulatory frameworks. For example, what may be considered a positive leadership trait in one culture may be viewed differently in another. Additionally, language barriers can make it difficult to accurately assess an employee's communication skills or understanding of job responsibilities. Different legal and regulatory frameworks in different countries can also impact the evaluation process, as certain performance metrics or evaluation methods may not be applicable or acceptable in certain regions. Overall, evaluating employee performance in an international setting requires a greater understanding and sensitivity to cultural differences, as well as a more flexible and adaptable approach to performance evaluation.

Question 4

Discuss the wide variety of special challenges multinational firms and their HR managers face when screening potential foreign hires.

Accepted Answer

Multinational firms and their HR manager

Question 5

As a senior manager, you have been asked to provide a workshop for individuals who have less experience and will be conducting performance appraisals for employees in different locations with different cultural values. What key points or guidelines will you cover in the workshop and what specific suggestions will you provide?

Accepted Answer

In the workshop for individuals conducti

Question 6

International recruiters do not need to be prepared to explain the company's values and behavioral expectations to candidates because they should already be aware of these aspects.

Accepted Answer

A) True 
 B)False

Question 7

Which of the following is not an important feature when it comes to the context of the assignment when evaluating an expatriate's performance?

Accepted Answer

A)  The environment in which the job is done 
B)  The personal characteristics of the expatriate 
C)  The personal characteristics of the evaluator 
D)  The task or tasks themselves 
A)  The environment in which the job is done 
B)  The personal characteristics of the expatriate 
C)  The personal characteristics of the evaluator 
D)  The task or tasks themselves

Question 8

How can a firm better understand the context variables that impact evaluations of an expatriate's job performance?

Accepted Answer

To better understand the context variabl

Question 9

Being prepared to explain the company's values and behavioral expectations to candidates helps recruiters assess whether a foreign job candidate can successfully adapt and will improve the chances of a successful selection process.

Accepted Answer

A) True 
 B)False

Question 10

Identifying the types of possible international employees to determine which one is best for a specific overseas position requires that such decisions be made with a firm's international business strategy in mind, taking into account its competitive environment, overseas sophistication, number of employees, current number of expatriates, and the foreign market in which the position will be based.

Accepted Answer

A) True 
 B)False

Question 11

The use of host-country professionals to evaluate expatriate performance has both pluses and minuses, so multinationals may want to use host-country professionals for performance evaluations of expatriates for greater control and continuity.

Accepted Answer

A) True 
 B)False

Question 12

Explain what is meant by using a blended approach to performance appraisal and management.

Accepted Answer

A blended approach to performance apprai

Question 13

Which of the following is not an important question to ask about performance appraisal for expatriates?

Accepted Answer

A)  Who should evaluate expatriates' performance? 
B)  When or how often should expatriates be evaluated? 
C)  Why is it necessary to provide performance appraisals? 
D)  What aspects of performance should be evaluated? 
A)  Who should evaluate expatriates' performance? 
B)  When or how often should expatriates be evaluated? 
C)  Why is it necessary to provide performance appraisals? 
D)  What aspects of performance should be evaluated?

Question 14

List the five general guidelines recommended by experts for sharing performance feedback to those from a different culture.

Accepted Answer

When sharing performance feedback with i

Question 15

Describe the three types of context variables that impact evaluations of expatriates?

Accepted Answer

The evaluation of expatriates – employee

Question 16

What is the difference between a PCN and an HCN? What is a TCN and when might it be more appropriate to use a TCN than either a PCN or HCN?

Accepted Answer

A PCN, or Primary Care Network, is a gro

Question 17

Which of the following is not a common problem for screening potential foreign hires to assure a multinational hires the best foreign employees possible?

Accepted Answer

A)  Assessing qualification based on educational credential earned in the United States 
B)  Assessing the work experience of foreign job applicants 
C)  Conducting background checks in the relevant language 
D)  Screening for past criminal behavior 
A)  Assessing qualification based on educational credential earned in the United States 
B)  Assessing the work experience of foreign job applicants 
C)  Conducting background checks in the relevant language 
D)  Screening for past criminal behavior

Question 18

All human resource managers, domestic or not, are "global" in what sense?

Accepted Answer

A)  They have to keep up with events around the world 
B)  They hire foreign nationals, use multicultural teams, and compete with other multinationals in local markets 
C)  They compete with other local companies in their local markets 
D)  They have to keep up with events around the world and contend with local competition in their local markets 
A)  They have to keep up with events around the world 
B)  They hire foreign nationals, use multicultural teams, and compete with other multinationals in local markets 
C)  They compete with other local companies in their local markets 
D)  They have to keep up with events around the world and contend with local competition in their local markets

Question 19

In high power distance cultures, where it is common for managers to separate themselves from employees, informal feedback is easier to share.

Accepted Answer

A) True 
 B)False

Question 20

Which of the following descriptions is correctly matched with the specific skill area that can significantly improve managerial effectiveness in multinationals?

Accepted Answer

A)  Cultural sensitivity: can make successful strategic decisions across a variety of situations in different countries 
B)  Multidimensional perspective: has extensive multifunctional, multicountry experience and multienvironment experience 
C)  Mental maturity: has a track record of successful business negotiations in multicultural contexts 
D)  Delegation: resourceful enough to create culturally diverse working groups that achieve organizational goals 
A)  Cultural sensitivity: can make successful strategic decisions across a variety of situations in different countries 
B)  Multidimensional perspective: has extensive multifunctional, multicountry experience and multienvironment experience 
C)  Mental maturity: has a track record of successful business negotiations in multicultural contexts 
D)  Delegation: resourceful enough to create culturally diverse working groups that achieve organizational goals

Which of the following is not one of the core questions facing multinationals when it comes to managing and appraising employee performance?

Managers who have mental maturity are assumed to have the endurance needed for the rigors of foreign posts, and those who are good at negotiations have a track record of successful business negotiations in multicultural contexts.

What are some of the common problems encountered when evaluating employee performance? In what ways are these problems complicated in an international setting?

Discuss the wide variety of special challenges multinational firms and their HR managers face when screening potential foreign hires.

International recruiters do not need to be prepared to explain the company's values and behavioral expectations to candidates because they should already be aware of these aspects.

Which of the following is not an important feature when it comes to the context of the assignment when evaluating an expatriate's performance?

How can a firm better understand the context variables that impact evaluations of an expatriate's job performance?

Being prepared to explain the company's values and behavioral expectations to candidates helps recruiters assess whether a foreign job candidate can successfully adapt and will improve the chances of a successful selection process.

The use of host-country professionals to evaluate expatriate performance has both pluses and minuses, so multinationals may want to use host-country professionals for performance evaluations of expatriates for greater control and continuity.

Explain what is meant by using a blended approach to performance appraisal and management.

Which of the following is not an important question to ask about performance appraisal for expatriates?

List the five general guidelines recommended by experts for sharing performance feedback to those from a different culture.

Describe the three types of context variables that impact evaluations of expatriates?

What is the difference between a PCN and an HCN? What is a TCN and when might it be more appropriate to use a TCN than either a PCN or HCN?

Which of the following is not a common problem for screening potential foreign hires to assure a multinational hires the best foreign employees possible?

All human resource managers, domestic or not, are "global" in what sense?

In high power distance cultures, where it is common for managers to separate themselves from employees, informal feedback is easier to share.

Which of the following descriptions is correctly matched with the specific skill area that can significantly improve managerial effectiveness in multinationals?

International Organizational Behavior: Challenges for Management

Cultural Frameworks: Understanding Differences in Employee Attitudes and Behavior

Communicating Effectively Across Cultures

Managing Conflict and Conducting Effective Negotiations

Motivating Employees Across Cultures

Effective Leadership in a Multicultural Environment

Managing Diversity, Conflict, and Ethical Dilemmas in an International Context

Managing Multicultural Teams and International Partnerships

Rewarding and Compensating International Employees

Global Staffing Alternatives: Expatriates and Beyond

Managing Building Global Commitment: Managing Labor Relations

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Exam 9: Selecting and Evaluating International Employees

Which of the following is not one of the core questions facing multinationals when it comes to managing and appraising employee performance?

Managers who have mental maturity are assumed to have the endurance needed for the rigors of foreign posts, and those who are good at negotiations have a track record of successful business negotiations in multicultural contexts.

What are some of the common problems encountered when evaluating employee performance? In what ways are these problems complicated in an international setting?

Discuss the wide variety of special challenges multinational firms and their HR managers face when screening potential foreign hires.

International recruiters do not need to be prepared to explain the company's values and behavioral expectations to candidates because they should already be aware of these aspects.

Which of the following is not an important feature when it comes to the context of the assignment when evaluating an expatriate's performance?

How can a firm better understand the context variables that impact evaluations of an expatriate's job performance?

Being prepared to explain the company's values and behavioral expectations to candidates helps recruiters assess whether a foreign job candidate can successfully adapt and will improve the chances of a successful selection process.

The use of host-country professionals to evaluate expatriate performance has both pluses and minuses, so multinationals may want to use host-country professionals for performance evaluations of expatriates for greater control and continuity.

Explain what is meant by using a blended approach to performance appraisal and management.

Which of the following is not an important question to ask about performance appraisal for expatriates?

List the five general guidelines recommended by experts for sharing performance feedback to those from a different culture.

Describe the three types of context variables that impact evaluations of expatriates?

What is the difference between a PCN and an HCN? What is a TCN and when might it be more appropriate to use a TCN than either a PCN or HCN?

Which of the following is not a common problem for screening potential foreign hires to assure a multinational hires the best foreign employees possible?

All human resource managers, domestic or not, are "global" in what sense?

In high power distance cultures, where it is common for managers to separate themselves from employees, informal feedback is easier to share.

Which of the following descriptions is correctly matched with the specific skill area that can significantly improve managerial effectiveness in multinationals?

International Organizational Behavior: Challenges for Management

Cultural Frameworks: Understanding Differences in Employee Attitudes and Behavior

Communicating Effectively Across Cultures

Managing Conflict and Conducting Effective Negotiations

Motivating Employees Across Cultures

Effective Leadership in a Multicultural Environment

Managing Diversity, Conflict, and Ethical Dilemmas in an International Context

Managing Multicultural Teams and International Partnerships

Rewarding and Compensating International Employees

Global Staffing Alternatives: Expatriates and Beyond

Managing Building Global Commitment: Managing Labor Relations

Filters