50) ________ staffing policy can be expensive to implement because training and relocation costs
increase when transferring managers from one country to another.
A) A geocentric
B) A eurocentric
C) A polycentric
D) An ethnocentric
51) A polycentric approach to staffing is one in which
A) host-country nationals are recruited to manage subsidiaries while parent-company nationals
occupy key positions at corporate headquarters.
B) standard psychological tests are used to assess perceptual ability and cultural toughness, when
selecting a manager for foreign posting.
C) all key management positions are filled by parent-company nationals.
D) the best people, regardless of nationality, are recruited to fill key positions throughout the
organization.
52) Broadly speaking, a geocentric approach is compatible with
A) an international strategy.
B) both global standardization and transnational strategies.
C) a localization strategy.
D) both an international and a localization strategy.
53) The ability to understand why people of other countries behave the way they do is
A) self-orientation.
B) others-orientation.
C) perceptual ability.
D) cultural toughness.
54) Expatriate managers who lack ________ tend to treat foreign nationals as if they were
home-country nationals.
A) self-orientation
B) cultural toughness
C) others-orientation
D) perceptual ability
55) A citizen of France who moves to the United States to work at Ford is a(n)
A) a host-country national.
B) a local.
C) an inpatriate.
D) an acquired citizen.
56) Expatriate failure refers to
A) expatriates who follow host-country norms instead of their home-country norms.
B) the inability of expatriate managers to treat foreign nationals as if they were home-country
nationals.
C) the premature return of an expatriate manager to his or her home country.
D) the ethical drawbacks of the ethnocentric staffing approach.
57) In a seminal study, R.L. Tung found that among American multinationals, the biggest
impediment to expatriate success was the
A) inability of the spouse to adjust.
B) manager‘s inability to adjust.
C) manager‘s inability to cope with larger overseas responsibilities.
D) lack of adequate technical training.
58) In a seminal study, R.L. Tung found that for Japanese multinationals, the biggest impediment
to expatriate success was
A) the inability of the spouse to adjust.
B) inadequate compensation.
C) the manager’s inability to cope with larger overseas responsibilities.
D) the lack of adequate technical training.
59) Mendenhall and Oddou’s “others-orientation” dimension, in their study on what predicts
success in foreign jobs postings, refers to the
A) expatriate’s self-esteem, self–confidence, and mental well-being.
B) expatriate’s ability to interact effectively with host-country nationals.
C) expatriate’s ability to understand why people of other countries behave the way they do.
D) relationship between the country of the assignment and how well an expatriate adjusts to a
particular posting.
60) Which dimension of Mendenhall and Oddou’s study suggests that an expatriate with high
self–esteem, self-confidence, and mental well-being is likely to succeed in a foreign job posing?
A) self-orientation
B) others-orientation
C) cultural toughness
D) perceptual ability
61) ________ is the ability to understand why people of other countries behave the way they do.
A) Others-orientation
B) Cultural myopia
C) Perceptual ability
D) Cultural toughness
62) Mendenhall and Oddou identified cultural toughness as one of the dimensions in their study on
dimensions that predict success in foreign jobs postings. This dimension refers to the
A) expatriate’s self-esteem, self–confidence, and mental well-being.
B) expatriate’s ability to interact effectively with host-country nationals.
C) expatriate’s ability to understand why people of other countries behave the way they do.
D) relationship between the country of the assignment and how well an expatriate adjusts to a
particular posting.
63) In a seminal study, R.L. Tung found that for managers of European firms, the biggest
impediment to expatriate success was the
A) manager’s inability to cope with larger overseas responsibilities.
B) lack of adequate technical training.
C) inability of the spouse to adjust.
D) manager’s inability to adjust.
64) Which of the following issues was not addressed by Mendenhall and Oddou’s study?
A) expatriate failure due to a spouse’s inability to adjust
B) expatriate failure due to a manager’s lack of self-esteem
C) expatriate failure due to lack of relationship development
D) expatriate failure due to a manager‘s inability to empathize
65) The premature return of an expatriate manager to his or her home country is known as
A) repatriation.
B) inpatriation.
C) expatriate failure.
D) outpatriation.
66) Which of the following is one of the factors that impact a spouse adjusting to expatriation?
A) the inability of the spouse to get a job in the foreign country due to poor training and education
B) laws against spouses freely coming and going from their home in the foreign country
C) spouses not being welcomed into the expatriate community
D) language differences making it difficult for a spouse to make new friends and feeling trapped at
home
67) ________ refers to the relationship between the country of assignment and how well an
expatriate adjusts to a particular posting.
A) Cultural toughness
B) Self-orientation
C) Perceptual ability
D) Others-orientation
68) Historically, most international businesses have been
A) more concerned with training than with management development.
B) focused on smoothly transitioning their home-country nationals back from foreign postings to
home postings.
C) more concerned with management development than with training.
D) less focused on training their home-country nationals for foreign postings than with training
home-country managers.
69) ________ is considered the language of world business.
A) Chinese
B) English
C) Spanish
D) Hindi