Deck 7: Global Workforce Training and Development

Question 1

The field of training and development, also known as __________, involves all of the purposeful activities directed at learning that contributes to desired change in individual, group, and organizational behavior.

A)Workforce Change Management (WCM)
B)Human Talent Management (HTM)
C)Human Resource Development (HRD)
D)Workplace Development and Change (WDC)

Answer 1

Human Resource Development (HRD)

Question 2

Various studies have identified __________ as a primary if not the most important standard that customers use in evaluating the quality of a product or service:

A)reliability
B)flexibility
C)value
D)price

Answer 2

reliability

Question 3

Training is important for reducing the __________ or time it takes for an employee to achieve an acceptable level of performance mastery.

A)performance time
B)startup time
C)assimilation line
D)learning curve

Answer 3

learning curve

Question 4

Typically __________ knowledge is not consciously reflected upon, but simply drawn on as work tasks demand.

A)explicit
B)tacit
C)unconscious
D)company specific

Question 5

Various training activities and related efforts can be used to help build internal employee alignment, or a __________, throughout the MNC that brings control and consistency to offset the unavoidable uncertainty and rapid change within the environments of global business.

A)cultural sensitivity
B)cultural acumen
C)common mind-set
D)global perspective

Question 6

As one of the principles of adult learning, __________ focuses on addressing relevant problems or fulfilling real needs as perceived by the participants.

A)familiarity
B)personal influence and control
C)values of mutual trust
D)pragmatic or problem-centered approach

Question 7

The __________ deals with emotions, feelings, values, beliefs, attitudes, expectations-all often combined into the general category of motivation.

A)Emotional Domain
B)Affective Domain
C)Managerial Domain
D)Value Domain

Question 8

The __________ often relates to the acquisition of new physical skills, such as typing, correct enunciation of previously unfamiliar and difficult vocal sounds in a new foreign language, or becoming accustomed to driving on the opposite side of the road.

A)Psychomotor Domain
B)Domestic Domain
C)Affective Domain
D)Managerial Domain

Question 9

To ensure that training is used effectively and has the desired impact on employee and organizational performance, training and development efforts should be guided by a __________ approach.

A)managerial
B)scientific
C)systems
D)standardized

Question 10

Under the __________ level of needs assessment the nature of the particular performance to be mastered is carefully examined and the training content for supplying new knowledge or skills to enable this desired performance is considered.

A)organizational
B)affective
C)cultural
D)work operations

Question 11

At the __________ level of needs assessment the particular needs or characteristics of the trainee or trainees are carefully considered. Besides the level of familiarity with the training material, particularly relevant to global business at this level are such personal factors as trainee language skills, technical and basic skills, and cultural influences.

A)organizational
B)individual
C)customized
D)operational

Question 12

What is considered the working understanding of effective principles and practices of functional disciplines as well as broader strategic management knowledge for conducting business in international settings, often involving both external business environment savvy and internal MNC organizational savvy?

A)Business Acumen
B)Explicit Knowledge
C)Tacit Knowledge
D)Cultural Sensitivity

Question 13

An appreciation and ability to make effective decisions within the uncertainties and complexities of global business, often involving contradictions, such as smaller business entities being able to wield more power than larger entities, or managing the ongoing tensions of thinking on a global scale yet being responsive to local concerns and demands, is known as:

A)Paradox Management
B)Complexity Comprehension
C)Tacit Knowledge
D)Business Acumen

Question 14

What is the ability to monitor, care for, adapt, and renew oneself to maintain strength and vitality amid the ongoing demands of rapid change, uncertainty, complexity, and otherwise stressful working conditions of international business, often involving planning for achieving balance in intellectual, physical, spiritual, and social realms of life?

A)Challenge Management
B)Self-Management
C)Paradox Management
D)Business Acumen

Question 15

An appreciation and interest in other cultures as well as sensitivity to and flexibility in dealing with cross-cultural differences in various settings, including working in and managing multicultural teams in international business is known as:

A)Local Values Orientation
B)Paradox Management
C)Global Mind-Set
D)Cultural Acumen

Question 16

The most powerful way to develop multiple and deep global competencies

A)is through living and working abroad.
B)is through high quality graduate study in international business.
C)depends upon the needs of the foreign assignment.
D)requires active classroom involvement and participation.

Question 17

Several MNCs such as Nokia, GE, and IKEA actively work through formal training and informal learning modes of travel and international work assignments to develop this common identity, esprit de corps, or __________ that provides a powerful intrinsic form of alignment for the MNC.

A)cultural convergence
B)common cultural code
C)common assimilation
D)global integration

Question 18

The degree to which the work in the new foreign assignment is similar to past work in which the expatriate has been engaged is called:

A)Job Differentiation
B)Cultural Toughness
C)Job Toughness
D)Cultural Differentiation

Question 19

Also referred to as cultural distance, the degree to which the values, norms, and attitudes of the foreign culture match the expatriate's home culture is known as:

A)Job Toughness
B)Cultural Toughness
C)Job Differentiation
D)Cultural Differentiation

Question 20

Conditions related to this factor include differences in norms and rules for written, oral, and interpersonal interaction; frequency of foreign interaction required; difficulty in learning the predominant foreign language; length of the foreign assignment; and common modes of information exchange.

A)Local Interactivity Toughness
B)Job Toughness
C)Cultural Toughness
D)Communication Toughness

Question 21

At this level, HCN executives occasionally might receive advanced technical systems operations management and business-level strategy training at parent regional or central company headquarters from periods of one or two weeks to six months.

A)Upper Management Level
B)Lower Management Level
C)Superior Level
D)Middle-Management Level

Question 22

Although training might be considered by some organizations as a wasted expense of time and resources and something to be minimized or outsourced where possible, many MNCs are investing heavily in training due to their appreciation for its clear impact on gaining competitive advantage in the international arena.

Question 23

Other than during conditions of a severe economic downturn such as with a global economic crisis, training activities and efforts represent a valuable investment for an organization.

Question 24

The field of training and development, also known as Human Resource Development (HRD), involves all of the purposeful activities directed at learning that contribute to desired change in individual, group, and organizational behavior.

Question 25

Activities of HRD focus on immediate learning goals such as workforce mastering of a new technology that is being disseminated throughout a MNC, whereas long-range learning goals, such as developing a larger, stable supply of global leaders throughout the MNC is reserved for the area of Strategic Management and HR Planning..

Question 26

Training plays a central role in the effective implementation of organizational strategy, and merits thoughtful planning and investment of company resources.

Question 27

Various studies have identified "timeliness" and "friendliness" as the two most important standards that customers use in assessing quality customer service.

Question 28

A major strategy for competitive success is satisfying customer needs at lower costs than other firms are able to achieve-thus allowing the use of cost savings to develop new lines of business or service for better satisfying customers, as well as for reducing costs for the customer for products or services.

Question 29

Through effective training, as mentioned earlier, a company can reduce "rejects" and unacceptable performance that yields undesirable results.

Question 30

Training is important for reducing the "learning curve," or the downward movement in productivity due to employees' loss of skill or motivation to perform work effectively.

Question 31

Collective individual learning and knowledge acquisition from employee training and various formal and informal forms of experience sharing are can result in organizational learning, or changes in MNC culture, policies, and commonly accepted practices.

Question 32

The attitudinal domain deals with emotions, feelings, values, beliefs, expectations-all often combined into the general category of motivation.

Question 33

The psychomotor domain often relates to the acquisition of new physical skills, such as typing, correct enunciation of previously unfamiliar and difficult vocal sounds in a new foreign language, or becoming accustomed to driving on the opposite side of the road.

Question 34

Effective managerial decision making resides at the deepest level of learning in the cognitive domain, and is often equated with wisdom gained through lessons learned from direct experience or vicariously through case study or relevant models.

Question 35

Americans who conduct training in Western Europe and Asia often experience a hesitance on the part of participants to assert personal control and become actively involved, most likely due to the fairly interactive learning and egalitarian instructor roles with which they are familiar and have grown accustomed.

Question 36

To ensure that training is used effectively and has the desired impact on employee and organizational performance, training and development efforts should be guided by a systems approach.

Question 37

This first phase of training needs assessment is extremely important for determining what particular employee skills are lacking.

Question 38

At the organizational level the nature of the particular performance to be mastered is carefully examined and the training content for supplying new knowledge or skills to enable this desired performance is considered.

Question 39

At the individual level the particular needs or characteristics of the trainee or trainees are carefully considered. Particularly relevant to global business at this level are such personal factors as trainee language skills, technical and basic skills, and cultural influences.

Question 40

A cardinal rule guiding the selection of training methods is that the most cost-effective method or combination of methods to use depends upon the training objectives.

Question 41

To compete in our global marketplace effectively, managers, executives, and other professionals need to focus on and strengthen those particular competencies that brought them success in their domestic arena.

Question 42

Employees' deep identification with the image or identity of their employing organization has been shown to enhance commitment to the organization, job satisfaction and motivation, and organization-related citizenship behavior.

Question 43

There is strong evidence that various forms of training for expatriates can serve as a valuable investment leading to effective performance in international assignments.

Question 44

Describe four different ways in which the training function can contribute to the ongoing strategic success of businesses competing in the global marketplace.

Question 45

Why is needs assessment, the first phase of a systems approach to training and development, so essential for guiding effective organizational training activities? What are important sources of input for preparing training for international applications?

Question 46

What are important methods and considerations before, during, and after training that can assist with the effective positive transfer of learning into workplace application?

Question 47

Describe four key international business competencies for professionals in achieving success in the global marketplace. Describe four different major approaches that organizations are using for developing these competencies among their managers and business professionals.

Question 48

What are important pre-departure training considerations to keep in mind in preparing expatriates for foreign assignments?

Question 49

Describe four different special areas of training that are important in preparing women expatriates for successful international assignments.

Question 50

Why should HCNs be included in the overall MNC training agenda? Discuss different forms of training that could be beneficially provided for them at various employment levels. In turn, what are clear benefits of these different forms of HCN training for foreign operations and MNCs as a whole?