Question 1

When government contacts are important, firms might choose to hire ________.

Accepted Answer

A)  home-country managers 
B)  local managerial talent 
C)  recent college graduates 
D)  third-country expatriates

Question 2

In cultural training, which of these gets a trainee "under the skin" of local people?

Accepted Answer

A)  Cultural orientation 
B)  Sensitivity training 
C)  Environmental briefings 
D)  Guerilla linguistics

Question 3

An expatriate who has adapted well and is successful in his/her job assignment is probably in the ________ stage of the culture shock process.

Accepted Answer

A)  first 
B)  second 
C)  third 
D)  fourth

Question 4

Operations outside the home country are managed by individuals from the host country in ________ staffing.

Accepted Answer

A)  geocentric 
B)  regiocentric 
C)  ethnocentric 
D)  polycentric

Question 5

The customary means by which a company staffs its offices is called its ________.

Accepted Answer

A)  human resource policy 
B)  recruitment policy 
C)  staffing policy 
D)  selection policy

Question 6

Hiring which of these is common when cultural understanding is a key job requirement?

Accepted Answer

A)  Recent college graduates 
B)  Home-country managers 
C)  Local managers 
D)  Current employees

Question 7

Ethnocentric staffing policy is important for companies needing a strong set of shared values among the people in each international office.

Accepted Answer

A) True 
 B)False

Question 8

Which of these constitutes the most basic level of training in preparing managers for international assignments?

Accepted Answer

A)  Environmental area briefings 
B)  Language training 
C)  Cultural assimilation 
D)  Field experience

Question 9

Ethnocentric staffing is expensive and can create barriers for the home-country office.

Accepted Answer

A) True 
 B)False

Question 10

The inability of a family member to adapt to a new culture is the most common reason for the failure of expatriate managers.

Accepted Answer

A) True 
 B)False

Question 11

It is not uncommon for expatriates to leave their companies within a year of returning home because of difficulty blending back into the company culture.

Accepted Answer

A) True 
 B)False

Question 12

Which of these is an excellent source for constructing a cultural profile?

Accepted Answer

A)  Background Notes 
B)  Country Studies Area Handbooks 
C)  Culturgrams 
D)  All of the above

Question 13

When managers are asked to go into a particularly unstable country or one with a very low standard of living, they often receive ________.

Accepted Answer

A)  hardship pay 
B)  special promotion pay 
C)  free housing 
D)  expatriate compensation

Question 14

Expatriate failure refers to an employee's early return from an international assignment because of inadequate job performance.

Accepted Answer

A) True 
 B)False

Question 15

The process of identifying and attracting a qualified pool of applicants for vacant positions is called recruitment.

Accepted Answer

A) True 
 B)False

Question 16

Scenario: Swingset International
Jerome Johnston, human resource manager at U.S.-based Swingset International is developing an international staffing policy for the company. Jerome personally believes Swingset should send managers from the United States to manage each subsidiary. But the CEO of the company, Valerie Vermont, believes subsidiary operations ought to be managed by individuals from the host country.
-Jerome's beliefs can be described as which of these?

Accepted Answer

A)  Polycentric staffing 
B)  Ethnocentric staffing 
C)  Regiocentric staffing 
D)  Geocentric staffing

Question 17

In ________ staffing, operations outside the home country are managed by individuals from the home country.

Accepted Answer

The answer of In ________ staffing, operations outside the home...

Exam 16: Hiring and Managing Employees

When government contacts are important, firms might choose to hire ________.

In cultural training, which of these gets a trainee "under the skin" of local people?

An expatriate who has adapted well and is successful in his/her job assignment is probably in the ________ stage of the culture shock process.

Operations outside the home country are managed by individuals from the host country in ________ staffing.

The customary means by which a company staffs its offices is called its ________.

Hiring which of these is common when cultural understanding is a key job requirement?

Ethnocentric staffing policy is important for companies needing a strong set of shared values among the people in each international office.

Which of these constitutes the most basic level of training in preparing managers for international assignments?

Ethnocentric staffing is expensive and can create barriers for the home-country office.

The inability of a family member to adapt to a new culture is the most common reason for the failure of expatriate managers.

It is not uncommon for expatriates to leave their companies within a year of returning home because of difficulty blending back into the company culture.

Which of these is an excellent source for constructing a cultural profile?

When managers are asked to go into a particularly unstable country or one with a very low standard of living, they often receive ________.

Expatriate failure refers to an employee's early return from an international assignment because of inadequate job performance.

The process of identifying and attracting a qualified pool of applicants for vacant positions is called recruitment.

In ________ staffing, operations outside the home country are managed by individuals from the home country.