CHP 14. - Human Resource Selection and Development Across Cultures

In the context of an organization, what is the primary personal reason for training overseas managers? To make managers realize that the home office's approach to doing business can be exported intact to all other countries To lay emphasis on employer welfare rather than employee welfare To help managers adopt the attitude of ethnocentrism To enhance their ability to communicate effectively with local people in general and with their personnel in particular

To enhance their ability to communicate effectively with local people in general and with their personnel in particular

A cultural assimilator is created for each pair of cultures in an organization. True False

True

Under housing allowances, those going on overseas assignments are sometimes helped by multinational corporations with the lease or sale of the house they are leaving behind. True False

True

A feature of standardized management training programs is that they _____. implement tools that need not be culturally specific often provide a new set of skills for a new culture are mostly used by large multinational corporations (MNCs) are created for the specific needs of participants

implement tools that need not be culturally specific

The process of altering employee behavior and attitudes in a way that increases the probability of goal attainment is known as ___________________.

training

In the context of international management, 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 culture is known as a(n) _________________ ________________________.

Cultural assimilator

According to Tichy and Cohen, learning organizations are more relevant than teaching organizations. True False

False

Managers who are citizens of the country where a multinational corporation is headquartered are known as - _____________ _______________ ________________.

Home Country Nationals

In international management, local managers who are hired by a multinational corporation are called - ___________ ____________ ____________________.

Host Country Nationals

Match the basic philosophical positions of multinational corporations (MNCs) that can influence training programs (in the left column) with their descriptions (in the right column). A polycentric MNC A regiocentric MNC A geocentric MNC -It seeks to integrate diverse regions of the world through a global approach to decision making. -It places local nationals in important positions and permits these managers to appoint and develop their own people. -It depends on local managers from a particular geographic area to manage operations in and around that area.

A polycentric MNC-It places local nationals in important positions and permits these managers to appoint and develop their own people. A regiocentric MNC-It depends on local managers from a particular geographic area to manage operations in and around that area. A geocentric MNC-It seeks to integrate diverse regions of the world through a global approach to decision making.

Multinational corporations mostly refrain from using host-country managers at the middle- and lower-level ranks. True False

False

Select all that apply In the context of international management, identify the factors that are evaluated by companies in adaptability screening. (Check all that apply.) Multiple select question. How close-knit a family is How well a family can resist stress How many members there are in a family How well a family can adapt to a new climate and culture How socially affluent a family is

How close-knit a family is How well a family can adapt to a new climate and culture How well a family can resist stress

Select all that apply Identify the true statements about an expatriate's base salary in the context of international management. (Check all that apply.) Multiple select question. It is typically set in accordance with the base pay of the home country. It is usually paid in local currency, home currency, or a combination of both. It is typically set according to the base pay of the host country. It is the standard against which benefits and bonuses are calculated. It is the amount of money that the expatriate receives in the host country.

It is typically set in accordance with the base pay of the home country. It is usually paid in local currency, home currency, or a combination of both. It is the standard against which benefits and bonuses are calculated

Select all that apply With respect to international management, which of the following are true of offshore outsourcing? (Check all that apply.) Multiple select question. It seldom presents opportunities for cost savings. It proves beneficial for firms that offer services on a contract basis. It offers significant opportunities for lower overhead and cost savings. It resolves quality problems for all companies in general.

It proves beneficial for firms that offer services on a contract basis. It offers significant opportunities for lower overhead and cost savings.

In the context of international management, which of the following is a true statement about anticipatory adjustment? It takes place before an expatriate leaves for an overseas assignment. It depends on an expatriate's ability to maintain a positive outlook in the face of a high-pressure situation. It depends on how well an expatriate's family can adjust to the rigors of a new job responsibility. It takes place once an expatriate is on site for an assignment.

It takes place before an expatriate leaves for an overseas assignment.

The acquisition of skills, knowledge, and abilities that result in a relatively permanent change in behavior is known as ___________________.

Learning

Select all that apply Identify the specific characteristics that are associated with leadership. (Check all that apply.) Multiple select question. Maturity Being excessively emotional Taking initiative Interdependence

Maturity Taking initiative

Match the different allowances that are part of expatriate compensation packages (in the left column) with their descriptions (in the right column). Relocation allowances Education allowances Hardship allowances -They cover costs such as enrollment fees, books, supplies, transportation, school uniforms, tuition, room, and board. -They are designed to encourage expatriates to work in an area with a poor quality of life or in hazardous areas. -They usually include moving, shipping, and storage charges that are related to clothing, personal furniture, and other items that expatriates and their families will take to their new assignments.

Relocation allowances-They usually include moving, shipping, and storage charges that are related to clothing, personal furniture, and other items that expatriates and their families will take to their new assignments. Education allowances-They cover costs such as enrollment fees, books, supplies, transportation, school uniforms, tuition, room, and board. Hardship allowances-They are designed to encourage expatriates to work in an area with a poor quality of life or in hazardous areas.

Which of the following is true of tailor-made management training programs? They are typically used by small firms. They do not have to be culturally specific. They are developed for the specific requirements of participants. They do not provide a new set of skills for a new culture.

They are developed for the specific requirements of participants.

Select all that apply Which of the following are true of young managers in multinational corporations? (Check all that apply.) Multiple select question. They are more qualified than senior managers are. They have real-world experience. They show eagerness for international assignments. They show a lot of appreciation for other cultures and are worldly.

They show a lot of appreciation for other cultures and are worldly. They show eagerness for international assignments.

Select all that apply Identify the organizational reasons for training people for overseas assignments. (Check all that apply.) Multiple select question. To teach managers to believe that their way of doing things is superior to that of others To increase overall efficiency and profitability To enhance the flow of communication between the home office and the international subsidiaries and branches To lay emphasis on employer welfare rather than employee welfare

To enhance the flow of communication between the home office and the international subsidiaries and branches To increase overall efficiency and profitability

A valid test or selection technique measures what it is intended to measure. True False

True

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

True

Training is significant in preparing employees for overseas assignments as it helps ensure that their full potential will be tapped. True False

True

Which of the following terms refers to the quality of being effective, of producing the desired results? Variability Validity Actuality Conformity

Validity

In international management, the process of assessing how well a family is likely to stand up to the stress and rigors of overseas life is called _____. offshoring harvesting environmental scanning adaptability screening

adaptability screening

In the context of an organization, a personal reason for providing training to overseas managers is to _____. dispel myths and stereotypes by replacing them with truths about a culture let them believe that their way of doing things is superior to that of others export the home office's approach to doing business to all other countries minimize the flow of communication between the home office and its foreign subsidiaries

dispel myths and stereotypes by replacing them with truths about a culture

A multinational corporation (MNC) that often puts home-office people in charge of key international management positions and emphasizes nationalism is known as a(n) ___________________ MNC.

ethnocentric

In international management, factors that are used to choose personnel for international assignments are known as ____________ ______________ _________________.

international selection criteria

The study and application of positively oriented human resource strengths and psychological capacities that can be measured, developed, and effectively managed for performance improvement in today's workplace is known as (POB) _____________ _________________ __________________.

positive organizational behavior

Rehan is an overseas manager of a reputed multinational company. After serving the company for three years, he decides to return to his home country. In this scenario, Rehan's return to his home country is referred to as _____. expatriation centralization expropriation repatriation

repatriation

A true statement about young managers in multinational corporations is that _____. they possess real-world experience and knowledge they show the least eagerness for international assignments they are the least developed in technical skills and management experience they hardly have any appreciation for other cultures and are unworldly

they are the least developed in technical skills and management experience

In the context of transition strategies, agreements whereby individuals are told by firms how long they will be posted overseas and are promised to be given, on return, a job that is mutually acceptable are called _____. expatriation agreements operating agreements indemnity agreements repatriation agreements

repatriation agreements

Identify the most common reason that expatriates return home from overseas assignments. The base salary is less or inadequate. The security of the host country is a matter of concern. The formally agreed-on tour of duty is completed. The assignments are expected to continue indefinitely.

The formally agreed-on tour of duty is completed.

Select all that apply In the context of cultural assimilators, identify the conditions that must be met by a situation to be classified as a critical incident. (Check all that apply.) Multiple select question. The situation is likely to be misinterpreted by an expatriate or is puzzling. The situation is irrelevant to an expatriate's task or mission requirements. A host national and an expatriate have sufficient knowledge about the culture. A host national and an expatriate interact in the situation.

A host national and an expatriate interact in the situation. The situation is likely to be misinterpreted by an expatriate or is puzzling.

In the context of cultural assimilators, a condition that must be fulfilled by a situation to be classified as a critical incident is that _____. an expatriate is likely to accurately interpret the situation an expatriate and a host national fail to interact in the situation the situation is relevant to the task or mission requirements of an expatriate the situation cannot be interpreted accurately under any circumstances

the situation is relevant to the task or mission requirements of an expatriate

Ethnocentrism is common in several large multinational corporations (MNCs) where managers think that _____. training employees is insignificant in the context of managerial operations the approach of home office to doing business can be exported intact to all other countries they lack the ability to interact effectively with local people the approach of home office to doing business is inferior to everything at the local level

the approach of home office to doing business can be exported intact to all other countries

A true statement about offshore outsourcing is that _____. it is the least profitable for corporations that specialize in providing services on a contract basis it is made feasible by the rising technological and organizational capacity of firms to coordinate and integrate geographically dispersed resources it leads to increased costs and higher overhead it resolves quality problems for all companies in general

it is made feasible by the rising technological and organizational capacity of firms to coordinate and integrate geographically dispersed resources

A feature of a tailor-made management training program is that _____. it is often designed to provide a new culture with a new set of skills it is usually used by small firms it does not have to be created for the specific needs of participants it does not have to be culturally specific

it is often designed to provide a new culture with a new set of skills

Click and drag on elements in order Arrange the phases of preparation that can be carried out by applicants for international assignments according to Tu and Sullivan in the correct order of occurrence. Applicants should concentrate on activities that should be completed before a person is selected. Applicants should focus on general awareness and self-evaluation. Applicants should focus on activities to be completed after being chosen for an overseas assignment.

Applicants should focus on general awareness and self-evaluation. Applicants should concentrate on activities that should be completed before a person is selected. Applicants should focus on activities to be completed after being chosen for an overseas assignment.

In the context of international management, the belief that an individual's own method of doing things is superior to that of others is known as _____. polycentrism ethnocentrism anthropocentrism theocentrism

ethnocentrism

In the context of international management, home-country nationals are also commonly called _____, referring to those who live and work outside their home country. expatriates boundary spanners inpatriates social loafers

expatriates

In the context of international management, the ability of a person whereby he or she can influence people to act in a particular way is called _____. adaptability leadership due diligence cognitive dissonance

leadership

Click and drag on elements in order Arrange the steps that well-designed cultural training programs follow in the correct order of occurrence. (Place the first step at the top.) An educational designer, a curriculum writer, local instructors, and a translator identify metaphors, experiences, examples, and stories in a culture that will fit into the new training program. A curriculum writer and an educational designer make the necessary changes in the training materials. A curriculum writer, local instructors, and a translator are debriefed by an educational designer on an observation of the pilot training program. The training materials are printed after a designer, a translator, and native-language trainers are satisfied, and a pilot group tests the language and content of the training materials. Local instructors are provided training to use the newly developed training materials. An educational designer, a curriculum writer, local instructors, and a translator examine the structure and sequence, ice breaker, and other materials that will be used in the training.

A curriculum writer, local instructors, and a translator are debriefed by an educational designer on an observation of the pilot training program. An educational designer, a curriculum writer, local instructors, and a translator examine the structure and sequence, ice breaker, and other materials that will be used in the training. An educational designer, a curriculum writer, local instructors, and a translator identify metaphors, experiences, examples, and stories in a culture that will fit into the new training program. A curriculum writer and an educational designer make the necessary changes in the training materials. Local instructors are provided training to use the newly developed training materials. The training materials are printed after a designer, a translator, and native-language trainers are satisfied, and a pilot group tests the language and content of the training materials.

Match the basic philosophical positions of multinational corporations (MNCs) that can influence training programs (in the left column) with their features (in the right column). A polycentric MNC A regiocentric MNC A geocentric MNC -Its headquarters provides the subsidiary managers with the authority to handle their operations just as long as these operations are sufficiently profitable. -It often depends on territorial group cooperation of local managers. -It formulates assignments based on qualifications, and all subsidiary managers throughout the structure are considered equal to those at the headquarters.

A polycentric MNC-Its headquarters provides the subsidiary managers with the authority to handle their operations just as long as these operations are sufficiently profitable. A regiocentric MNC-It often depends on territorial group cooperation of local managers. A geocentric MNC-It formulates assignments based on qualifications, and all subsidiary managers throughout the structure are considered equal to those at the headquarters.

Identify the first step that is typically taken by well-designed cultural training programs. An educational designer and a curriculum writer make the necessary changes in the training materials. A group identifies stories and examples in the culture that will fit into a new training program. A translator and local instructors examine written training materials or observe the pilot training program. An educational designer is debriefed by a curriculum writer on an observation of the pilot training program.

A translator and local instructors examine written training materials or observe the pilot training program.

Select all that apply According to Tu and Sullivan, which of the following are the activities that should be completed during phase two of the preparation that applicants for international assignments should carry out? (Check all that apply.) Multiple select question. Applicants should let their superiors know that they are interested in an overseas assignment Applicants should develop an awareness of the value systems and culture of the geographic area where they will be posted. Applicants should speak with expatriates about the assigned country and attend training sessions provided by their company. Applicants should visit the host country with their spouses before the formally scheduled departure, if possible. Applicants should begin learning the customs, etiquette, and language of the region where they will be posted. Applicants should conduct a match for technical skills to make sure that their skills match those required for the job.

Applicants should conduct a match for technical skills to make sure that their skills match those required for the job. Applicants should begin learning the customs, etiquette, and language of the region where they will be posted. Applicants should develop an awareness of the value systems and culture of the geographic area where they will be posted. Applicants should let their superiors know that they are interested in an overseas assignment

Select all that apply Identify the most common reasons that an expatriate returns home from overseas assignments without completing them according to a 2015 study by Brookfield Global Relocation Services. (Check all that apply.) Multiple select question. Concerns related to his or her family Restructuring of a company Security concerns related to living in a foreign country Inability to adjust to the host country's culture

Concerns related to his or her family Restructuring of a company

Select all that apply Which of the following are characteristics that organizations examine to determine if a person will be capable of working as an overseas manager? (Check all that apply.) Multiple select question. Consideration for the fine print of differences of politics, religion, ethics, and culture Recent immigration heritage or background The capability of solving problems from different perspectives and within different frameworks High social status, affluence, and excellent academic background Knowledge of foreign languages and previous overseas travel Mandatory fluency in several foreign languages

Consideration for the fine print of differences of politics, religion, ethics, and culture The capability of solving problems from different perspectives and within different frameworks Recent immigration heritage or background Knowledge of foreign languages and previous overseas travel

In the context of international management, identify a true statement about an expatriate's base salary. It is typically set according to the base pay of the host, instead of home, country. It is inclusive of cost-of-living allowances and relocation expenses. It is the amount of money that is normally received by the expatriate in the home country. It is the amount of money that is usually received by the expatriate in the host country.

It is the amount of money that is normally received by the expatriate in the home country.

Select all that apply Identify the different forms of transition strategies that are used by multinational corporations (MNCs). (Check all that apply.) Multiple select question. Using repatriation agreements Maintaining or renting the homes of expatriates until they return Using expatriation agreements Keeping expatriate managers away from projects at the home office when they are in their home countries

Maintaining or renting the homes of expatriates until they return Using repatriation agreements

Select all that apply Which of the following are true of using third-country nationals (TCNs)? (Check all that apply.) Multiple select question. The use of TCNs is a good way to meet the expectation of hiring local talent, and it cuts down the cost of maintaining managers. TCNs may speak the same language as the local people or have a very good working knowledge of the region. The managers of multinational corporations (MNCs) under this category are citizens of the country where the MNCs are headquartered. The benefit package and salary is usually less as compared to that of a home-country national.

TCNs may speak the same language as the local people or have a very good working knowledge of the region. The benefit package and salary is usually less as compared to that of a home-country national.

Identify a true statement about an ethnocentric multinational corporation (MNC). The MNC headquarters group and the affiliated world company managers have the same fundamental experiences, attitudes, and beliefs about the ways to manage operations. It seeks to integrate diverse regions of the world through a global approach to decision making. The MNC headquarters gives the subsidiary managers authority to manage their operations just as long as these operations are sufficiently profitable. It relies on local managers from a particular geographic region to handle operations in and around that area.

The MNC headquarters group and the affiliated world company managers have the same fundamental experiences, attitudes, and beliefs about the ways to manage operations.

Matching Question Match the approaches that can be used to formulate the compensation package for expatriates for their overseas assignments (in the left column) with their descriptions (in the right column). The balance-sheet approach The negotiation approach The lump-sum method The cafeteria approach The regional system -It involves setting a compensation structure for all the expatriates who are assigned to a particular location. -It involves providing the expatriates a series of choices and letting them determine the ways to spend the available funds. -It involves making a special, ad hoc arrangement that is accepted by both the company providing incentives and the expatriates. -It involves giving the expatriates a preplanned amount of money and allowing them to make their own decisions regarding how to spend it. -It involves ensuring that the expatriates do not lose money by taking the assignments and that they are made whole.

The balance-sheet approach -It involves ensuring that the expatriates do not lose money by taking the assignments and that they are made whole. The negotiation approach --It involves making a special, ad hoc arrangement that is accepted by both the company providing incentives and the expatriates. The lump-sum method -It involves giving the expatriates a preplanned amount of money and allowing them to make their own decisions regarding how to spend it. The cafeteria approach -It involves providing the expatriates a series of choices and letting them determine the ways to spend the available funds. The regional system It involves setting a compensation structure for all the expatriates who are assigned to a particular location.

Which of the following is a problem that can be minimized by providing training to the overseas managers of an organization? Denial of the fact that one's way of doing things is superior to that of others Denial of the fact that expatriate managers are not as effective as host-country managers The open criticism by expatriate managers of their own country or the host country The belief that the home office's business approach cannot be exported intact to other countries

The open criticism by expatriate managers of their own country or the host country

Select all that apply Which of the following are factors that influence anticipatory adjustment when an expatriate goes on an overseas assignment? (Check all that apply.) Multiple select question. The pre-departure training that the expatriate receives The culture of an organization and how easily the expatriate can adjust to it The expatriate's ability to perceive and evaluate a host country's cultural values, ethics, and norms correctly The previous experience the expatriate may have had with countries with similar cultures or with the assigned country

The previous experience the expatriate may have had with countries with similar cultures or with the assigned country The pre-departure training that the expatriate receives

Identify the problems that can be minimized by training the overseas managers of an organization. The view that foreign language skills are not required to do business overseas The lack of overruling of decisions by expatriate managers The belief that the home office's business approach cannot be exported intact to other countries The return of overseas managers to their home countries

The view that foreign language skills are not required to do business overseas

Select all that apply Which of the following are true of international selection criteria in management? (Check all that apply.) Multiple select question. They are influenced by the experience of a multinational corporation. They are influenced by the infrastructure of a multinational corporation. They are independent of culture. They are often based on culture.

They are influenced by the experience of a multinational corporation. They are often based on culture.

Which of the following is a characteristic of standardized management training programs? They are designed to provide a new set of skills for a new culture. They exclusively use tools that are culturally specific. They are often adopted by small companies. They address the specific demands of participants.

They are often adopted by small companies.

Which of the following is a true statement about third-country nationals (TCNs)? They lack a deep understanding of a multinational corporation's policies from a foreigner's perspective. They can bring unique cross-cultural skills to a business relationship and can demonstrate a transnational or global image. They are expatriate managers who are citizens of the country where a multinational company is headquartered. They cannot substitute for expatriates in new operations during periods of rapid expansion.

They can bring unique cross-cultural skills to a business relationship and can demonstrate a transnational or global image.

Select all that apply Identify the true statements about third-country national (TCN) managers. (Check all that apply.) Multiple select question. They can substitute for expatriates in new and growing operations during periods of rapid expansion. They have an in-depth understanding of the policies of corporations from a foreigner's perspective. They are unable to offer different perspectives that complement the narrow viewpoints of local nationals. They are citizens of the country where a multinational corporation is headquartered or located.

They can substitute for expatriates in new and growing operations during periods of rapid expansion. They are citizens of the country where a multinational corporation is headquartered or located. They have an in-depth understanding of the policies of corporations from a foreigner's perspective.

Select all that apply Identify the true statements about positive organizations. (Check all that apply.) Multiple select question. They concentrate on the selection, development, and management of human resources. They lay minimum emphasis on altruism, courtesy, and conscientiousness. They try to match the skills and talents of employees with organizational expectations and goals. They attempt to focus on employer welfare rather than on employee welfare.

They concentrate on the selection, development, and management of human resources. They try to match the skills and talents of employees with organizational expectations and goals.

In the context of international management, managers who are citizens of countries other than the country in which a multinational country is headquartered or the one in which the managers are assigned to work by the multinational country are called - ___________ ______________ _______________ (TCNs).

Third-country nationals

Select all that apply Tim is a human resource (HR) executive in a multinational corporation (MNC). The MNC plans to open a new overseas branch. Tim is required to select an overseas manager for the new branch. In this scenario, which of the following should he consider to determine whether an individual is eligible to be the overseas manager? (Check all that apply.) Multiple select question. Tim should examine if the individual can manage operations continuously even with gaps in information and lack of assistance. Tim should examine if the individual can sense and accurately evaluate developments in the host country. Tim should make sure that the individual has a high social status, is affluent, and has an excellent academic background. Tim should examine if the individual can integrate with different types of business organizations, people, and cultures. Tim should ensure that the individual is able to maintain a gap between sociability and effective adjustment.

Tim should examine if the individual can sense and accurately evaluate developments in the host country. Tim should examine if the individual can manage operations continuously even with gaps in information and lack of assistance. Tim should examine if the individual can integrate with different types of business organizations, people, and cultures.

In international management, an approach to developing an expatriate compensation package that involves paying the expatriate a salary comparable to that of local nationals is known as _______________.

localization

In the context of international management, the return to one's home country from an overseas management assignment is called _______________.

repatriation