exam 4

________ is defined as the process of altering employee behavior and attitudes in a way that increases the probability of goal attainment. Organizing Planning Training Controlling

Training

These leaders are visionary agents with a sense of mission who are capable of motivating their followers to accept new goals and new ways of doing things. Formational Transactional Negotiable Transformational

Transformational

According to a 2015 survey conducted by Brookfield Global Relocation Services, localization of expatriates is likely to be the most critical issue in managing a global workforce. True False

True

According to a survey conducted by Brookfield Global Relocation Services, the most commonly cited objective of expatriate assignments in multinational corporations (MNCs) was filling a managerial or technical gap. True False

True

Host-country nationals are local managers who are hired by a multinational corporation (MNC). True False

True

Japanese executives are taught and tend to use variety amplification. True False

True

Leadership can be defined simply as the process of influencing people to direct their efforts toward achievement of some particular goal or goals. True False

True

Japan is well known for its authoritarian approach to leadership. True False

False

________ are an expensive feature of expatriate compensation packages. Allowances Taxes Incentives Base salaries

Allowances

This leader avoids intervening or accepting responsibility for follower actions. A laissez-faire leader An active management-by-exception leader A passive management-by-exception leader A contingent reward leader

A laissez-faire leader

Which of the following leaders takes action or intervenes in situations only when standards are not met? A contingent reward leader A laissez-faire leader An active management-by-exception leader A passive management-by-exception leader

A passive management-by-exception leader

According to a survey conducted by Puffer, McCarthy, and Naumov, which of the following beliefs is held by Russian managers? The present trend toward a shorter workweek should be discouraged. Group activities always distract workers. Workers have no part to play in decision making. A person must stand alone to be superior.

A person must stand alone to be superior

The focus of attention of this leadership style usually is on work progress, work procedures, and roadblocks that are preventing goal attainment. Authoritarian Participative Laissez-faire Paternalistic

Authoritarian

Which of the following statements is true about language training in the context of selection criteria for international assignments? Traditionally, managers from English-speaking countries have done very well in the language area. Language training is less important in countries like Russia, where successful integration is independent of the ability of an expatriate to converse in Russian. Being able to speak with locals in their own language is a major milestone for many expatriates in finally feeling connected to the foreign country. According to research, expatriates are most likely to learn the local language if the host country is a developing nation.

Being able to speak with locals in their own language is a major milestone for many expatriates in finally feeling connected to the foreign country

Which of the following statements about third-country nationals (TCNs) is false? During periods of rapid expansion, third-country nationals (TCNs) can substitute for expatriates in well-established operations. In joint ventures, third-country nationals (TCNs) can demonstrate a global image and bring unique cross-cultural skills to the relationship. Third-country nationals (TCNs) can often achieve corporate objectives more effectively than expatriates. During rapid expansion, third-country nationals (TCNs) can offer different perspectives that can expand on the narrowly focused viewpoints of local nationals.

During periods of rapid expansion, third-country nationals (TCNs) can substitute for expatriates in well-established operations

________ multinational corporations (MNCs) do all of their training at their headquarters. Polycentric Ethnocentric Regiocentric Multicentric

Ethnocentric

________ multinational corporations (MNCs) do all of their training at their headquarters. Polycentric Regiocentric Multicentric Ethnocentric

Ethnocentric

________ is common in many large multinational corporations (MNCs) where managers believe that the home office's approach to doing business can be exported intact to all other countries because this approach is superior to anything at the local level. Ethnocentrism Polycentrism Regiocentrism Geocentrism

Ethnocentrism

________ is the belief that one's own way of doing things is superior to that of others. Ethnocentrism Polycentrism Regiocentrism Geocentrism

Ethocentrism

An ethnocentric multinational corporation (MNC) puts host-office people in charge of key international management positions. True False

False

Authoritarian leadership is the use of both work-centered and people-centered approaches. True False

False

Base salary is the amount of money that an expatriate normally receives in the home country plus a cost-of-living adjustment. True False

False

Borstorff and her associates examined a number of factors related to employee willingness and concluded that married couples without children at home or those with non-teenage children are the least willing to accept an overseas assignment. True False

False

Multinational corporations (MNCs) are increasingly using home-country nationals, given the costs, guaranteed returns, and decreasing availability of host-country and third-country nationals and expatriates. True False

False

Repatriation agreements typically promise an expatriate a specific position and salary when he/she returns to the home office. True False

False

Research proves that expatriates were most effective in subsidiaries located in developing countries or those that relied on a local customer base. True False

False

Bass found that through the use of higher-order factor analysis, it is possible to develop a leadership model that illustrates the effectiveness of all five types of leaders: CR, CAB, LF, MBA, and MBE-A. I's (transformational), CR, MBE-A, MBA, and BAE-P. MBE-A, MBE-P, ABC, Trans, and LF. I's (transformational), CR, MBE-A, MBE-P, and LF.

I's (transformational), CR, MBE-A, MBE-P, and LF

Which of the following statements is true about an in-country adjustment that an expatriate must make when going on an overseas assignment? It is affected by the previous experience the expat may had with the assigned country or with countries with similar cultures. It is affected by the expat's ability to maintain a positive outlook in the face of a high-pressure situation. It is carried out before the expat leaves for an overseas assignment. It includes cross-cultural seminars or workshops and is designed to acquaint expats with the culture and work life of the country to which they will be posted.

It is affected by the expat's ability to maintain a positive outlook in the face of high-pressure

________ is the acquisition of skills, knowledge, and abilities that results in a relatively permanent change in behavior. Controlling Development Motivation Learning

Learning

Which of the following is a quality needed to be a servant leader? Listening Hindsight Entrepreneurship Predictability

Listening

Which of the following approaches to formulating a compensation package is most commonly used with individuals early in their careers who are being given a long-term overseas assignment? Balance-sheet approach Localization approach Lump-sum method Cafeteria approach

Localization approach

Which of the following statements is true about inpatriates? Multinational corporations (MNCs) mostly use inpatriates to staff key positions in their foreign affiliates. Inpatriates are also referred to as headquarters nationals. Multinational corporations (MNCs) are increasingly using inpatriates to help them better develop their global core competencies. One of the most common reasons for a multinational corporation (MNC) to use inpatriates is to start up operations.

Multinational corporations (MNCs) are increasingly using inpatriates to help them better develop their global core competencies

Which of the following statements is true about host-country nationals? Historically, multinational corporations (MNCs) have staffed key positions in their foreign affiliates with host-country nationals. One of the most common reasons why multinational corporations (MNCs) use host-country nationals is for starting up operations. Multinational corporations (MNCs) use them at the middle- and lower-level ranks because many countries expect the MNC to hire local talent. They are individuals from a host country who are assigned by a multinational corporation (MNC) to work in the home country.

Multinational corporations (MNCs) use them at the middle and lower level ranks because many countries expect the MNC to hire local talent

As a general statement, most evidence indicates that European managers tend to use this approach to leadership. Authoritarian Paternalistic Autocratic Participative

Participative

Identify the style of leadership that has been widely espoused in the United States, England, and other Anglo countries. Transactional Transformational Participative Paternalistic

Participative

Identify the type of leaders who motivate employees by consulting them, encouraging joint decisions, or delegating responsibilities. Paternalistic Transformational Participative Transactional

Participative

________ leadership is very popular in many technologically advanced countries. Transactional Narcissistic Participative Paternalistic

Participative

Usually, this leadership behavior satisfies some employee needs, and in turn subordinates tend to exhibit loyalty and compliance. Paternalistic Authoritarian Participative Autocratic

Paternalisitic

Which of the following multinational corporations (MNCs) places local nationals in key positions and allows these managers to appoint and develop their own people? Globalcentric multinational corporations (MNCs) Ethnocentric multinational corporations (MNCs) Polycentric multinational corporations (MNCs) Regiocentric multinational corporations (MNCs)

Polycentric multinational corporations

All of the following are accurate depictions of the U.S. approach to leadership except: evaluation and promotion is very fast; those not quickly promoted often seek employment elsewhere. employment is usually short-term; layoffs are common. decision making is carried out by the individual manager. responsibility is shared collectively.

Responsibility is shared collectively

________ training programs are created for the specific needs of the participants involved. Tailor-made Generic Universal Standardized

Tailor-made

Which of the following is a specific assumption of Theory Y managers? The expenditure of physical and mental effort at work is as natural to people as resting or playing. To get people to attain organizational objectives, it is necessary to use coercion, control, and threats of punishment. By their very nature, people do not like to work and will avoid it whenever possible. Employees who learn different aspects of the business will be in a better position to contribute to the broader goals of the organization.

The expenditure of physical and mental effort at work is as natural to people as resting or playing

Which of the following statements is true about localization as an approach to formulating compensation packages? The increasing trend toward localization reflects companies' efforts to either tap into the local talents or to offer less generous packages to locally hired foreign workers. Localization is a direct consequence of increasing corporate growth and profitability, as well as a stable economic environment. According to Mercer's findings, localization is practiced in Latin America and Asia Pacific more than Europe and North America. The trend toward localization failed in emerging markets because the local compensation and benefits packages are more generous than home-country plans.

The increasing trend toward localization reflects companies' efforts to either tap into the local talents or to offer less generous packages to locally hired foreign workers

Which of the following is a factor that influences an expatriate while making an anticipatory adjustment? The toughness with which the expatriate faces a whole new cultural experience The expat's ability to maintain a positive outlook in the face of a high-pressure situation The previous experience the expat may had with the assigned country or with countries with similar cultures The job itself, as reflected by the clarity of the role the expat plays in the host management team

The previous experience the expat may had with assigned country or with countries with similar cultures

Which of the following managers would assume that the primary need of employees is job security? A Theory A manager A Theory Y manager A Theory X manager A Theory Z manager

Theory X manager

This manager believes that if people are committed to their goals, they will exercise self-direction and self-control. Theory Y Theory X Theory Z Theory A

Theory Y

Which of the following statements is true about home-country nationals? They are likely to be used by multinational corporations (MNCs) at the middle- and lower-level ranks. They are managers who are citizens of countries other than the country in which the multinational corporation (MNC) is headquartered. They are expatriate managers who are citizens of the country where a multinational corporation (MNC) is headquartered. They are third-country nationals who are assigned to work in the home country.

They are expatriate managers who are citizens of the country where a multinational corporation (MNC) is headquartered

Which of the following statements is true about expatriates? They are individuals from a host country who are assigned to work in the home country. Multinational corporations (MNCs) find it advantageous to use expatriates because their salary and benefit package is less than that of host-country nationals. Historically, multinational corporations (MNCs) have refrained from staffing key positions in their foreign affiliates with expatriates. They are those who live and work outside their home country.

They are those who live and work outside their home country

Identify a true statement about third-country national (TCN) managers. They frequently have a deep understanding of a corporation's policies from the perspective of a foreigner. They are often unable to offer different perspectives that can complement the narrowly focused viewpoints of both local nationals. They are most effective when they are in charge of subsidiaries located in developing countries or those that relied on a local customer base. They are often incapable of achieving corporate objectives more effectively than expatriates or local nationals.

They frequently have a deep understanding of a corporation's policies from the perspective of a foreigner

________ are managers who are citizens of countries other than the one in which a multinational corporation (MNC) is headquartered or the one in which they are assigned to work by the multinational corporation (MNC). Multipatriates Home-country nationals Inpatriates Third-country nationals

Third-country nationals

Luthans and Youssef postulated that in order for an organization to be the most efficient and innovative, it must have positive traits, states, and systems in order to promote positive behavior. True False

True

Offshore outsourcing is made possible by the increasing organizational and technological capacity of companies to separate, coordinate, and integrate geographically dispersed human resources across distant geographic borders. True False

True

One study that compared U.S., Indonesian, and Mexican managers found that behaviors can distinguish them from one another and that host countries would prefer a managerial style similar to that of their country. True False

True

Paternalistic leadership is common throughout Latin America. True False

True

Research shows that organizations that closely tie their training and human resource management strategy to their business strategy tend to outperform those that do not. True False

True

The improved education of many populations around the world gives multinational corporations (MNCs) more options when considering international human resource needs. True False

True

The process of evaluating how well a family is likely to stand up to the stress of overseas life is called adaptability screening. True False

True

There is some evidence that paternalistic leadership is still a common leadership approach in greater China, stemming from Confucian ideology. True False

True

Whether managers are trying to increase productivity or decrease turnover rates, it is good to get a sense of how employees feel they are being treated. True False

True

Which of the following is a conclusion put forward by Borstorff and her associates after examining the factors associated with employee willingness to work overseas? Married couples with children at home or those with teenage children are probably the most willing to move. Unmarried employees are more willing than any other group to accept expat assignments. Individuals most committed to their professional careers and to their employing organizations are prone to be least willing to work as expatriates. Careers and attitudes of spouses is unlikely to have an impact on employee willingness to move overseas.

Unmarried employees are more willing than any other group to accept expat assignments

Which of the following terms refers to the quality of being effective and producing the desired results? Reliability Capacity Stability Validity

Validity

Theory Z leadership is associated with the work of: William Ouchi. Sheila Puffer. Robert Blake. Douglas McGregor.

William Ouchi

The process of evaluating how well a family is likely to stand up to the stress of overseas life is called

adaptability screening

Compared with nonentrepreneurs, entrepreneurs typically: rely on an organization to guide their thinking. require structure support. are more creative and innovative. make linear changes to products and systems.

are more creative and innovative

French and German managers tend to use a work-centered, ________ approach to leadership. autocratic participative paternalistic authoritarian

authoritarian

The most common approach to formulating a compensation package of an expat is the ________, which involves ensuring that the expat is "made whole" and does not lose money by taking the assignment. localization approach regional system approach cafeteria approach balance-sheet approach

balance-sheet approach

The most common elements in the typical expatriate compensation package include: base salary, benefits, allowances, incentives, and taxes. base salary, benefits, free housing, and free education for the expatriate's children. base salary, benefits, free travel, free housing, and taxes. base salary, bonuses, stock options, and free housing.

base salary, benefits, allowances, incentives, and taxes

The research stream known as the study of ________ leaders has explored how the individual abilities of an executive work to inspire and motivate her or his subordinates. narcissistic transactional charismatic transformational

charismatic

All of the following are relevant to the investigation of leadership in the now classic Haire, Ghiselli, and Porter study except: capacity for leadership and initiative. communication skills. participation. sharing information and objectives.

communication skills

All of the following are accurate depictions of the Japanese approach to leadership except: employment is often for life; layoffs are rare. management's concern for its employees extends to the whole life, business and social, of the worker. control mechanisms are very explicit; people know exactly what to control and how to do it. decision making is carried out via group decision-making techniques.

control mechanisms are very explicit; people know exactly what to control and how to do it

A(n) ________ is a programmed learning technique that is designed to expose members of one culture to some of the basic concepts, attitudes, role perceptions, customs, and values of another. cultural assimilator educational regulator developmental assimilator ethnocentric regulator

cultural assimilator

An individual who is responsible for ensuring that a firm's business systems are in accord with those of the local culture is a(n) ________. cultural integrator international transition specialist global facilitator global socialization specialist

cultural integrator

Borstorff and her associates examined a number of factors associated with employee willingness to work overseas and concluded that: married couples with children at home or those with teenage children are probably the most willing to move. individuals most committed to their professional careers and to their employing organizations are prone to be less willing to work as expatriates. employee and spouse perceptions of organizational support for expatriates are critical to employee willingness to work overseas. unmarried employees are least willing than any other group to accept expat assignments.

employee and spouse perceptions of organizational support for expatriates are critical to employee willingness to work overseas

A(n) ________ multinational corporation (MNC) puts home-office people in charge of key international management positions. multicentric ethnocentric geocentric polycentric

ethnocentric

The four basic philosophical positions that multinationals can assume and influence a company's training program are: ethnocentric, globalcentric, regiocentric, and unicentric positions. ethnocentric, polycentric, regiocentric, and geocentric positions. polycentric, geocentric, multicentric, and ultracentric positions. multicentric, globalcentric, geocentric, and unicentric positions.

ethnocentric, polycentric, regiocentric, and geocentric positions

According to Tu and Sullivan, in the first phase of preparation for an international assignment, an applicant should: conduct a technical skills match to ensure that his or her skills are in line with those that are required for the job. start to learn the language, customs, and etiquette of the region where he or she will be posted. find out if his or her spouse and family support the decision to go international. speak with expatriates and foreign nationals about the assigned country.

find out if his or her spouse and family support the decision to go international

A(n) ________ multinational corporation (MNC) seeks to integrate diverse regions of the world through a global approach to decision making. ethnocentric unicentric polycentric geocentric

geocentric

There are four basic sources that multinational companies (MNCs) can tap for positions. These are: home-country nationals, host-country nationals, third-country nationals, and inpatriates. home-country nationals, International Monetary Fund (IMF) placements, inpatriates, and multipatriates. home-country nationals, host-country nationals, International Monetary Fund (IMF) placements, and multipatriates. host-country nationals, third-country nationals, United Nations placements, and International Monetary Fund (IMF) placements.

home-country nationals, host country nationals, third-country nationals, and inpatriates

Expatriate salaries typically are set according to the base pay of: the home country. an index of firms maintained by the United Nations. a neutral third-country determined by the expatriate and his/her company. the host-country.

the home country

According to Bass, the most effective leaders were characterized by four interrelated factors. These are: idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. nurturing personality, creative mindset, willingness to give recognition, and intellectual stimulation. internal locus of control, outgoing personality, individualized consideration, and nurturing personality. high self-esteem, outgoing personality, inspirational motivation, and willingness to give recognition.

idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration

According to Tu and Sullivan, the third phase of preparation for an international assignment includes: conducting a technical skills match to ensure that his or her skills are in line with those that are required for the job. if possible, visiting the host country with his or her spouse before the formally scheduled departure. developing an awareness of the culture and value systems of this geographic area. starting to learn the language, customs, and etiquette of the region where one will be posted.

if possible, visiting the host country with his or her spouse before the formally scheduled departure

Factors used to choose personnel for international assignments are referred to as ________. global placement criteria international recruitment and selection heuristics global selection heuristics international selection criteria

international selection criteria

One study found that ________ were most effective in subsidiaries located in developing countries or those that relied on a local customer base. local managers third-country nationals IMF placements expatriates

local managers

An approach to developing an expatriate compensation package that involves giving the expat a predetermined amount of money and letting the individual make his/her own decisions regarding how to spend it is referred to as the ________. localization approach cafeteria approach balance-sheet approach lump-sum method

lump-sum method

The ________ approach to formulating compensation packages involves working out a special, ad hoc arrangement that is acceptable to both the company and an expat. negotiation balance-sheet cafeteria localization

negotiation

Training programs are useful in preparing people for overseas assignments for many reasons. These reasons can be put into two general categories which are ________. economic and philosophical personal and impersonal organizational and personal financial and psychological

organizational and personal

There is a tendency toward ________ leadership styles among young Arab middle management, as well as among highly educated managers of all ages. paternalistic authoritarian participative autocratic

participative

All of the following are assumptions that underlie Theory Z management except: employees who learn different aspects of the business will be in a better position to contribute to the broader goals of the organization. people are motivated by financial rewards, not by job security. employees seek out responsibility and look for opportunities to advance in an organization. people are motivated by a strong sense of commitment to be part of a greater whole—the organization in which they work.

people are motivated by financial rewards, not by job security

A(n) ________ multinational corporation (MNC) relies on local managers from a particular geographic region to handle operations in and around that area. ethnocentric geocentric ultracentric regiocentric

regocentric

An agreement whereby the firm tells the individual how long she or he will be posted overseas and promises to give the individual, on return, a job that is mutually acceptable is a ________. labor-contract agreement repatriation agreement strategic plan human resource plan

repatriation agreement

An allowance may cover a variety of expenses, including all of the following except ________. housing relocation salary education

salary

The organizational input into anticipatory adjustment is most directly related and concerned with the ________. quality of leadership compensation plan selection process motivation process

selection process

Research shows that small firms undertaking international business generally rely on ________. strategic alliances trade zones uniform commercial codes standard training programs

standard training programs

Traditionally, multinational corporations (MNCs) relied on only one important selection criterion for overseas assignments: technical competence. training. education. previous experience.

technical competence

The two most common selection procedures used by multinational corporations (MNCs) are ________. assessment centers and tests application forms and assessment centers references and interviews tests and interviews

tests and interviews

All of the following are correct with regard to the impact of age, experience, and education on expatriate managers except: there is evidence that younger managers are more eager for international assignments than older managers. most multinational corporations (MNCs) strive for a balance between age and experience. there is universal agreement that degrees in marketing or engineering are the most desirable for expatriate managers. many companies consider an academic degree, preferably a graduate degree, to be of critical importance to an international executive.

there is universal agreement that degrees in marketing or engineering are the most desirable for expatriate managers

"Learning organizations" continually focus on activities such as ________. organizing and controlling training and development planning and development planning and organizing

training and development

Strategies used to help smooth the adjustment from an overseas to a stateside assignment are referred to as ________. changeover strategies readjustment strategies transition strategies progression strategies

transition strategies

The creation of uncertainty and the analysis of many alternatives regarding future action is referred to as: variety reduction. variety expansion. variety subtraction. variety amplification.

variety amplification

A number of thorny issues surround compensation for expatriates, including all of the following except: whether benefits should be subject to the requirements of the home or host country. whether third-country benefits programs should be available to local nationals. which country should pay for benefits? whether the home or host country is responsible for the expatriates' social security benefits.

whether third-country benefits programs should be available to local nationals