Global Human Resource Management

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Question 1
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An expatriate manager is a citizen of one country who is working abroad in one of the firm's subsidiaries.

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Question 2
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HRM professionals have a critically important strategic role.

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Question 3
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The most popular staffing policy is the ethnocentric approach.

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Question 4
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Cultural myopia refers to a firm's failure to understand host-country cultural differences that require different approaches to marketing and management.

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Question 5
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In the case of an ethnocentric approach, it is possible that managers may make decisions that are ethically suspect because they do not understand the culture in which they are managing.

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Question 6
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A firm that adopts a polycentric approach to staffing is likely to suffer from cultural myopia.

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Question 7
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Firms may choose an ethnocentric approach to staffing as opposed to a polycentric approach because of the cost savings it promotes.

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Question 8
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A geocentric approach tends to weaken local responsiveness.

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Question 9
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The geocentric approach is the most popular because it is the least expensive to implement.

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Question 10
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A citizen of Japan who moves to the United States to work at Microsoft would be classified as an inpatriate.

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Question 11
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Expatriate failure refers to a manager's failure to understand host-country cultural norms and values, leading to ineffective work.

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Question 12
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In a seminal study, R.L. Tung revealed that for European firms, the top reason for expatriate failure was the inability of the manager to cope with larger overseas responsibilities.

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Question 13
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An executive who performs well in a domestic setting may not be able to adapt to managing in a different cultural setting.

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Question 14
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An expatriate needs to have language fluency to show willingness to communicate.

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Question 15
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According to Mendenhall and Oddou, poorly adjusted expatriates tend to be nonjudgmental and nonevaluative in interpreting the behavior of host-country nationals.

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Question 16
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Cultural toughness refers to the relationship between the country of assignment and how well an expatriate adjusts to a particular posting.

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Question 17
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A manager might be sent on several foreign postings over a number of years to build his or her cross-cultural sensitivity and experience as part of a management development program.

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Question 18
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Selection is the first step in matching a manager with a job.

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Question 19
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Historically, most international businesses have been more concerned with training than with management development, focusing on preparing home-country nationals for foreign postings.

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Question 20
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Most managers believe that knowledge of a foreign language is necessary to succeed in an international posting.

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