BUS 325 Week 8 Quiz – Strayer
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Quiz
7 Chapter 7
International
Training, Development and Careers
TRUE/FALSE
1. An international assignment, in itself, is an
important training and development tool.
2. Presently, MNEs place little priority on
providing pre-departure training for spouses and family.
3. More multinationals are now expanding their
pre-departure training programs to include programs for the spouse and family.
4. Professor Tung revised her recommendations
for cross culture training, so that now she feels that there should be more
emphasis in foreign language training.
5. An immersion approach to cross culture
training would include role playing and stress reduction training.
6. A preliminary visit to a country is
considered a necessary part of the selection process of any type of expatriate
assignment and by all countries.
7. Language problems are largely viewed as
mechanical and manageable problems that can be readily solved.
8. Chinese nationals are unwilling to accept
English as a business language.
9. Culture awareness training is the most common
form of pre-departure training.
10. Most expatriates are hired internally.
11. Relocation specialist provides practical
assistance to expatriates.
12. Expatriates are often used for training
because of a lack of suitably trained staff in the host locations.
13. HCNs may not be regarded as “genuine”
expatriates as they are not trained in the same manner.
14. Non-expatriates are given the same cross
culture training as expatriates.
15. A byproduct of working in an international
team is becoming culturally aware.
16. There is an increasing interest in all
aspects of training and development with a focus on practices in the economic
super power China.
17. A repatriate may experience re-entry shock to
the home country and may require training.
18. It is a wise policy for MNEs to encourage
expatriate to travel to exotic locations during holidays.
19. Work-related information exchanges are part
of any expatriate assignment.
20. Employees accepting international assignments
can have cultural shock entering a host country and a cultural shock returning
to home organizations.
21. Firms with career development planning have a
higher rate of repatriate turnover.
22. The repatriate’s new position usually
devalues the overseas experiences.
23. The returning repatriate will usually get a
promotion upon reentry.
24. Repatriates working in a foreign location may
have role conception and role behavior conflicts which are influenced by the
cultural differences when they return home.
25. Children do not have a difficult re-entry
problem when returning home.
26. A boundaryless careered person is committed
to the multinational company and not one’s own career.
27. Multinationals are reinforcing the notion of
a protean and boundaryless careers when they do not guarantee repatriates
positions upon re-entry.
28. Cost reduction or containment is an important
driver in international assignment trends.
MULTIPLE
CHOICE
1. A multinational builds it stock of human
resources or human capital by:
|
a.
|
Training
and development activities
|
c.
|
Hiring
from competitors
|
|
b.
|
Buying
stock in another company
|
d.
|
Keeping
up with trends of hiring
|
2. An indication of how important training and
development has become in multinationals is reflected in that they have:
|
a.
|
Established
their own universities
|
|
b.
|
Stolen
employees from competitors
|
|
c.
|
Required
college degrees for all employees
|
|
d.
|
Increased
their training budgets even during
periods of economic decline
|
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