San Francisco State University

IBUS 330

Chapter 5

1)What is the primary advantage of an MNE using an ethnocentric framework?

2. The staffing policy at Hanover International is to seek the best people for key jobs throughout the organization, regardless of nationality. Hanover most likely follows a(n)

                        staffing approach.               

3. Which of the following is NOT an area in which expatriates experience repatriation frustration?

4. A company that decides to "localize" expatriate assignments will offer an expatriate the option of   .

5. A growing number of MNEs are increasing expatriate allowances to entice employees to move overseas.   

6. Expatriates are locals from the country of the foreign subsidiary.                    

7. An ethnocentric staffing policy is well matched with a multidomestic strategy.                      

8. Apex Enterprises, an MNE based in the U.S., is spending too much money on expatriate assignments. Which of the following methods would LEAST likely help Apex reduce expatriate costs?

9. According to the text, which of the following is the most important competency in the expatriate selection process?                                                     

10. The human Capital Index, based on a comprehensive global study of more than 2,000 companies, found that superior human capital practices were     correlated with a firm’s financial returns and were a          indicator of increased shareholder value.

11. Which of the following trends has LEAST likely led to the increased demand for expatriate talent?

12. The headquarters-based compensation method bases the expatriate's compensation on the salary of a comparable job in the city where the MNE has its headquarters.                                                          

13. There is a strong yet inconsistent relationship between the strategic performance of an MNE and the decisions it has made in managing its human resources.                                                         

14. There is growing consensus that human resource managers must hire, develop, reward, and retain people whose performance explicitly improves the                                                                            .
15. Historically, companies searching their ranks for potential expatriates looked first for individuals with the necessary language proficiency and then evaluated their technical competence.          

16. The                          of compensation determines an expatriate's compensation on the prevailing pay scales in the locale of the foreign assignment.

17. Ferguson Manufacturing, an American MNE, has facilities in India and Mexico. Ferguson fills management positions at the facility in India with Indians and management positions in Mexico with Mexicans. Ferguson most likely follows a(n)                   approach to staffing.                                                                                  

18. Jeanette Thompson, a native Texan, is being sent by her company, Samsung of South Korea, to head up a new facility in Hong Kong. Jeanette would be considered a(n)

                       .

19. Cost-of-living allowances given to an expatriate during his or her foreign assignment

                       .          

20. here is a strong yet inconsistent relationship between the strategic performance of an MNE and the decisions it has made in managing its human resources.

22Generally, HRM does not emphasize which of the following characteristics when evaluating the adaptiveness of an expatriate candidate?

23.A(n)                  staffing policy seeks the best people for key jobs throughout the organization.

24.                         refers to the activities that an organization carries out to put the right person into the right job in the right place at the right time for the right salary.