Professional Documents
Culture Documents
True/False
Indicate whether the statement is true or false.
____ 2. Upon comparing the compensation packages of PCN and HCN employees, given an ethnocentric
approach of staffing, there are little to no differences found in the pay for the two groups.
____ 3. A disadvantage of a geocentric policy is it can be expensive to implement because of increased training
and relocation.
____ 4. Regional managers may not be promoted to HQ positions in a regiocentric approach to staffing.
____ 5. Study of Chinese MNEs has confirmed that Western models of staffing policies are not applicable to
Chinese MNEs.
____ 7. Frequent trips to the host country are necessary in a virtual non-standard assignment.
____ 8. The duration of an expatriate assignment will not necessarily have an impact on the person’s ability to
develop networks.
____ 9. A key driver in recruiting an inpatriate is the desire to create a global core competency thus increasing the
organizations capability to “think global and act local”.
____ 10. Non-expatriates experience fewer stressors than expatriates as they are not responsible for duties at the
home office while on international assignments.
____ 11. Traditional assignments for expatriates usually range from 3 months to 1 year in a location.
____ 12. Virtual assignments rely on communication technologies and such assignees will never visit the host
country.
____ 13. The U-curve is based on psychological reactions to a cultural adjustment of an international assignment.
____ 14. The term expatriate failure has been defined as the premature return of an expatriate before the period of
assignment is completed.
____ 15. Many developed countries are changing their legislation to facilitate employment related immigration
which will make international transfer easier.
____ 16. Lack of fluency in the corporate language is rarely a factor in the selection process in a MNE.
____ 17. The “coffee machine” system is a common form of selection process in the UK.
____ 18. Job hunting assistance is provided to spouses to find a job in host countries as a means of making an
international assignment more family-friendly.
____ 21. Indirect cost of the failure of an expatriate involving contact with key clients and host government
officials may result in the long term loss of market shares.
____ 22. The recruitment process is defined as the process of searching for a sufficient number of
candidates to fill a position.
____ 24. Developments in sophisticated worldwide communications system provide an acceptable substitute for
“face to face” contacts between subsidiary managers and corporate staff.
____ 25. The way we measure workers’ productivity is exactly the same in an international setting, but the
numbers come out differently because of that environmental difference.
____ 26. If perceived financial benefits and career progression are not met during an assignment, the level of
motivation and commitment will decrease thus affecting performance.
____ 27. American work methods may be more structured than their foreign counterparts and that individuals have
less discretion in how they approach tasks and problems.
____ 28. Role expectations are likely to be less complex for the TCN than the PCN.
____ 29. Often the country assigned to a TCN is perceived by headquarters to be culturally close.
____ 30. Expatriate performance should be placed within its international as well as organizational context.
____ 32. The expatriate’s commitment to the parent and to the local operations was both positively related to the
intent to stay.
____ 33. One key function of performance appraisal feedback is that it provides opportunities to improve
performance by identifying gaps that might be eliminated by training and development.
____ 35. The two categories of international staff are expatriate and commuter.
____ 36. The nature of the international monetary system and local accounting differences may preclude an
accurate measurement of goal attainment results.
____ 37. A team of evaluators should be used for performance appraisal of an expatriate.
____ 38. The standardized performance forms in an organization are always reworked to reflect differences in the
expatriates’ situation in a foreign country.
____ 39. Regular feedback is an important aspect in terms of meeting targets and revising goals as well as assisting
in motivation of work effort.
____ 42. A Japanese manager cannot directly point out a work-related problem or error committed by a
subordinate.
____ 43. An international assignment, in itself, is an important training and development tool.
____ 44. Presently, MNEs place little priority on providing pre-departure training for spouses and family.
____ 45. More multinationals are now expanding their pre-departure training programs to include programs for the
spouse and family.
____ 46. Professor Tung revised her recommendations for cross culture training, so that now she feels that there
should be more emphasis in foreign language training.
____ 47. An immersion approach to cross culture training would include role playing and stress reduction training.
____ 48. 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.
____ 49. Language problems are largely viewed as mechanical and manageable problems that can be readily
solved.
____ 50. Chinese nationals are unwilling to accept English as a business language.
____ 51. Culture awareness training is the most common form of pre-departure training.
____ 54. Expatriates are often used for training because of a lack of suitably trained staff in the host locations.
____ 55. HCNs may not be regarded as “genuine” expatriates as they are not trained in the same manner.
____ 56. Non-expatriates are given the same cross culture training as expatriates.
____ 59. A repatriate may experience re-entry shock to the home country and may require training.
____ 60. It is a wise policy for MNEs to encourage expatriate to travel to exotic locations during holidays.
____ 61. Work-related information exchanges are part of any expatriate assignment.
____ 62. Employees accepting international assignments can have cultural shock entering a host country and a
cultural shock returning to home organizations.
____ 63. Firms with career development planning have a higher rate of repatriate turnover.
____ 64. The repatriate’s new position usually devalues the overseas experiences.
____ 65. The returning repatriate will usually get a promotion upon reentry.
____ 66. 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.
____ 67. Children do not have a difficult re-entry problem when returning home.
____ 68. A boundaryless careered person is committed to the multinational company and not one’s own career.
____ 69. Multinationals are reinforcing the notion of a protean and boundaryless careers when they do not
guarantee repatriates positions upon re-entry.
____ 70. Cost reduction or containment is an important driver in international assignment trends.
Another random document with
no related content on Scribd:
Hän pisti kynän käteeni. Minä istuuduin ja aioin juuri piirtää nimeni,
kun samassa satuin nostamaan silmäni ja huomasin vastapäätä
istuvan neitosen iskevän viekkaasti silmää tirehtöörille. Synkkä
aavistus tuli mieleeni. Nousin ja hellitin kynästä sanoen:
"Pankissa."
Mutta niin pian kuin nuori tyttö jää yhden miehen saaliiksi, on hän
mennyttä kalua. Sirkka vetäytyi yksinäisyyteen, vaipui haaveiluihin ja
itki ilman syytä. Luulimme häntä sairaaksi, mutta hän antoi
kierteleviä vastauksia ja koetti välttää keskustelua.
Katri nauroi:
"On siinä ero kuin yöllä ja päivällä. Jos mies rakastuu, hoitaa hän
siitä huolimatta tehtävänsä, mutta nainen kulkee ja uneksii
rakastetustaan, unohtaen koko maailman. Korkeintaan hän sepustaa
rakkauskirjeitä."
Huomasin Katrin alahuulesta, että hän piti tätä väitettä hirveänä
loukkauksena koko naissukua kohtaan. Ajattelin jo hiukan lieventää
sitä myöntämällä, että rakastunut nainen joskus lisäksi neuloo
kirjoitusmaton tai palttoon nimikirjaimet sulhaselleen.
"Miellyttääkö sinua?"
"Isännöitsijäkö?"
*****
Kesä meni kuin siivillä. Syyskuun ensi päiväksi piti Sirkan saapua
kaupunkiin alottamaan viimeistä kouluvuottansa. Hän oli maalla
voimistunut, tullut päivänpaahtamaksi ja vereväksi. Soitellut hän oli,
ei sentään läheskään niin paljoa kuin minä olisin tahtonut. Enimmän
aikansa hän käytti rakkausromaanien lukemiseen ja haaveiluun —
siltä ainakin minusta näytti. Vähintään pari kertaa viikossa hän
kirjoitti rakastetulleen Helsinkiin, ja ellei ensi postissa tullut
vastausta, kävi hän hermostuneeksi ja arveli jonkun onnettomuuden
tapahtuneen. Tyttö-hupakko oli pihkaantunut nenännipukkaa
myöten!
Setä oli huonolla tuulella, sadatteli ja noitui syksyä, joka oli niin
turmiollinen luuvaloisille. Kuuntelin kärsivällisesti valitusvirren
loppuun — muutoin ei olisi maksanut vaivaa edes puhua
rahapulastaan. Katsoinpa eduksi asialle muutamin valituin sanoin
huomauttaa, että setä oli viime aikoina tullut nuoremmaksi ja
terveemmän näköiseksi, niin etten ihmettelisi, vaikka joku nuori
neitonen vielä rakastuisi häneen.
"Vai että jo ollaan niin pitkällä! No, minkä niminen on yhtiö ja missä
talo sijaitsee?"
"Suuriko on osakepääoma?"
*****
"Minulla on asianajotoimisto."
"Pian on eduskuntavaalit."
"Me…? Te ja minä…?"
Tämän sanottuani osoitin hänelle sitä paikkaa, mistä tie kulki ulos.
Hän laski käden mahtipontisesti sydämelleen ja lausui kuin paras
näyttelijä: