Exam 15: Organizing and Innovating in the Mne

Which is not a major factor in the selection of staff for an expatriate assignment?

Expatriate success is an outcome of imbalances between expectations of the expatriate, and the abilities of the expatriate to manage in the local context.

The personal sense of wellbeing of expatriates - like exchange students - typically follows the following pattern over time.

Returning to your own country after a longer period as expatriate abroad is usually much easier than the initial move away from home.

'Reverse culture shock' refers to the experience of employees who are suddenly exposed to a boss who introduces a new culture to an organization.

MNEs in which most subsidiaries are headed by a third-country national are said to employ a _________ human resources strategy.

The costs of sending expatriates - and their families - abroad are quite high, and MNEs are looking for alternative means of achieving the same objectives.Which of the following is a lower cost alternative to sending an expatriate?

An immersion approach to preparing an expatriate for his/her assignment involves comprehensive classes in the culture and language of the destination country.

Culture shock is an expatriate's reaction to a new, unpredictable and therefore uncertain environment.

What are expatriates experiencing culture shock advised to do to cope with the psychological pressures they are exposed to?

The informal understanding between an employee and his/her boss regarding the expected future benefits provided in appreciation of current work is known as:

An ethnocentric approach to managing an MNE subsidiary emphasizes the norms and practices of the parent company (and the parent country of the MNE).