Management Homework 14

MGMT HOMEWORK 14 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 A feature of standardized management training programs is that they __________. IMPLEMENT TOOLS THAT NEED NOT BE CULTURALLY SPECIFIC A feature of standardized management training programs is that they __________. IMPLEMENT TOOLS THAT NEED NOT BE CULTURALLY SPECIFIC 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) (ETHNOCENTRIC) MNC A true statement about offshore outsourcing is that __________. IT IS MADE FEASIBLE BY THE RISING TECHNOLOGICAL AND ORGANIZATIONAL CAPACITY OF FIRMS TO COORDINATE AND INTEGRATE GEOGRAPHICALLY DISPERSED RESOURCES A true statement about young managers in multinational corporations is that __________. THEY ARE THE LEAST DEVELOPED IN TECHNICAL SKILLS AND MANAGEMENT EXPERIENCE 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? 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 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 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. 1. APPLICANTS SHOULD FOCUS ON GENERAL AWARENESS AND SELF-EVALUATION; 2. APPLICANTS SHOULD CONCENTRATE ON ACTIVITIES THAT SHOULD BE COMPLETED BEFORE A PERSON IS SELECTED; 3. APPLICANTS SHOULD FOCUS ON ACTIVITIES TO BE COMPLETED AFTER BEING CHOSEN FOR AN OVERSEAS ASSIGNMENT Arrange the steps that well-designed cultural training programs follow in the correct order of occurrence. 1. A CURRICULUM WRITER, LOCAL INSTRUCTORS, AND A TRANSLATOR ARE DEBRIEFED BY AN EDUCATIONAL DESIGNER ON AN OBSERVATION OF THE PILOT TRAINING PROGRAM; 2. 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; 3. 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; 4. A CURRICULUM WRITER AND AN EDUCATIONAL DESIGNER MAKE THE NECESSARY CHANGES IN THE TRAINING MATERIALS; 5. LOCAL INSTRUCTORS ARE PROVIDED TRAINING TO USE THE NEWLY DEVELOPED TRAINING MATERIALS; 6. 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 Ethnocentrism is common in several large multinational corporations (MNCs) where managers think that __________. THE APPROACH OF HOME OFFICE TO DOING BUSINESS CAN BE EXPORTED INTACT TO ALL OTHER COUNTRIES 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 Identify the first step that is typically taken by well-designed cultural training programs. A TRANSLATOR AND LOCAL INSTRUCTORS EXAMINE WRITTEN TRAINING MATERIALS OR OBSERVE THE PILOT TRAINING PROGRAM Identify the most common reason that expatriates return home from overseas assignments. THE FORMALLY AGREED-ON TOUR OF DUTY IS COMPLETED 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. CONCERNS RELATED TO HIS OR HER FAMILY; RESTRUCTURING OF A COMPANY Identify the organizational reasons for training people for overseas assignments. TO INCREASE OVERALL EFFICIENCY AND PROFITABILITY; TO ENHANCE THE FLOW OF COMMUNICATIONS BETWEEN THE HOME OFFICE AND THE INTERNATIONAL SUBSIDIARIES AND BRANCHES 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 Identify the specific characteristics that are associated with leadership. MATURITY; TAKING INITIATIVE Identify the true statements about an expatriate's base salary in the context of international management. IT IS THE STANDARD AGAINST WHICH BENEFIRS AND BONUSES ARE CALCULATED; 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 Identify the true statements about positive organizations. 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 Identify the true statements about third-country national (TCN) managers. THEY CAN SUBSTITUTE FOR EXPATRIATES IN NEW AND GROWING OPERATIONS DURING PERIODS OF RAPID EXPANSION; THEY HAVE AN INDEPTH UNDERSTANDING OF THE POLICIES OF CORPORATIONS FROM A FOREIGNER’S PERSPECTIVE In international management, an approach to developing an expatriate compensation package that involves paying the expatriate a salary comparable to that of local nations is known as (LOCALIZATION) In international management, factors that are used to choose personnel for international assignments are known as (INTERNATIONAL SELECTION CRITERIA) In international management, factors that are used to choose personnel for international assignments are known as (INTERNATIONAL SELECTION CRITERIA) In international management, local managers who are hired by a multinational corporation are called (HOST-COUNTRY NATIONALS) 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 __________. 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 In the context of an organization, what is the primary personal reason for training overseas managers? TO ENHANCE THEIR ABILITY TO COMMUNICATE EFFECTIVELY WITH LOCAL PEOPLE IN GENERAL AND WITH THEIR PERSONNEL IN PARTICULAR In the context of cultural assimilators, a condition that must be fulfilled by a situation to be classified as a critical incident is that __________. THE SITUATION IS RELEVANT TO THE TASK OR MISSION REQUIREMENTS OF AN EXPATRIATE In the context of cultural assimilators, a condition that must be fulfilled by a situation to be classified as a critical incident is that __________. THE SITUATION IS RELEVANT TO THE TASK OR MISSION REQUIREMENTS OF AN EXPATRIATE In the context of cultural assimilators, identify the conditions that must be met by a situation to be classified as a critical incident. A HOST COUNTRY AND AN EXPATRIATE INTERACT IN THE SITUATION; THE SITUATION IS LIKELY TO BE MISINTERPRETED BY AN EXPATRIATE OR IS PUZZLING 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) 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 In the context of international management, identify a true statement about an expatriate’s base salary. IT IS THE AMOUNT OF MONEY THAT IS NORMALLY RECEIVED BY THE EXPATRIATE IN THE HOME COUNTRY In the context of international management, identify the factors that are evaluated by companies in adaptability screening. HOW WELL A FAMILY CAN ADAPT TO A NEW CLIMATE AND CULTURE; HOW WELL A FAMILY CAN RESIST STRESS; HOW CLOSE-KNIT A FAMILY IS 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 (THIRD-COUNTRY NATIONALS) (TCNs) 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 __________. LEADERSHIP 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 __________. ETHNOCENTRISM In the context of international management, the return to one’s home country from an overseas management assignment is called (REPATRIATION) 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 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 __________. REPATRIATION AGREEMENTS Managers who are citizens of the country where a multinational corporation is headquartered are known as (HOME-COUNTRY NATIONALS) Match the approaches that can be used to formulate the compensation package for expatriates for their overseas assignments with their descriptions. 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 THE 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 Match the basic philosophical positions of multinational corporations (MNCs) that can influence training programs with their features. 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 Match the basic philosophical positions of multinational corporations (MNCs) that can influence training programs with their descriptions. 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 Match the different allowances that are part of expatriate compensation packages with their descriptions. 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 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 __________. REPATRIATION Strategies used by multinational corporations (MNCs) to help smooth the adjustment from an overseas to a stateside assignment are known as (TRANSITION) strategies The acquisition of skills, knowledge, and abilities that result in a relatively permanent change in behavior is known as (LEARNING) The process of altering employee behavior and attitudes in a way that increases the probability of goal attainment is known as (TRAINING) 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 (POSITIVE ORGANIZATIONAL BEHAVIOR) 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? TIM SHOULD EXAMINE IF THE INDIVIDUAL CAN INTEGRATE WITH DIFFERENT TYPES OF BUSINESS ORGANIZATIONS, PEOPLE, AND CULTURES; 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 True or false: A cultural assimilator is created for each pair of cultures in an organization. TRUE True or false: A valid test or selection technique measures what it is intended to measure. TRUE True or false: According to Tichy and Cohen, learning organizations are more relevant than teaching organizations. FALSE True or false: Multinational corporations mostly refrain from using hostcountry managers at the middle- and lower-level ranks. FALSE True or false: 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 True or false: Training is significant in preparing employees for overseas assignments as it helps ensure that their full potential will be tapped. TRUE True or false: 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 Which of the following are characteristics that organizations examine to determine if a person will be capable of working as an overseas manager? THE CAPABILITY OF SOLVING PROBLEMS FROM DIFFERENT PERSPECTIVES AND WITHIN DIFFERENT FRAMEWORKS; CONSIDERATION FOR THE FINE PRINT OF DIFFERENCES OF POLITICS, RELIGION, ETHICS, AND CULTURE; KNOWLEDGE OF FOREIGN LANGUAGES AND PREVIOUS OVERSEAS TRAVEL; RECENT IMMIGRATION HERITAGE OR BACKGROUND Which of the following are factors that influence anticipatory adjustment when an expatriate goes on an overseas assignment? THE PREDEPARTURE TRAINING THAT THE EXPATRIATE RECIEVES; THE PREVIOUS EXPERIENCE THE EXPATRIATE MAY HAVE HAD WITH COUNTRIES WITH SIMILAR CULTURES OR WITH THE ASSIGNED COUNTRY Which of the following are true of international selection criteria in management? THEY ARE OFTEN BASED ON CULTURE; THEY ARE INFLUENCED BY THE EXPERIENCE OF A MULTINATIONAL CORPORATION Which of the following are true of using third-country nationals (TCNs)? 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 Which of the following are true of young managers in multinational corporations? THEY SHOW EAGERNESS FOR INTERNATIONAL ASSIGNMENTS; THEY SHOW A LOT OF APPRECIATION FOR OTHER CULTURES AND ARE WORLDLY Which of the following is a characteristic of standardized management training programs? THEY ARE OFTEN ADOPTED BY SMALL COMPANIES Which of the following is a problem that can be minimized by providing training to the overseas managers of an organization? THE OPEN CRITICISM BY EXPATRIATE MANAGERS OF THEIR OWN COUNTRY OR THE HOST COUNTRY Which of the following is a problem that can be minimized by providing training to the overseas managers of an organization? THE OPEN CRITICISM BY EXPATRIATE MANAGERS OF THEIR OWN COUNTRY OR THE HOST COUNTRY Which of the following is a true statement about third-country nationals (TCNs)? THEY CAN BRING UNIQUE CROSS-CULTURAL SKILLS TO A BUSINESS RELATIONSHIP AND CAN DEMONSTRATE A TRANSNATIONAL OR GLOBAL IMAGE Which of the following is true of tailor-made management training programs? THEY ARE DEVELOPED FOR THE SPECIFIC REQUIREMENTS OF PARTICIPANTS Which of the following terms refers to the quality of being effective, of producing the desired results? VALIDITY With respect to international management, which of the following are true of offshore outsourcing? IT OFFERS SIGNIFICANT OPPORTUNITIES FOR LOWER OVERHEAD AND COST SAVINGS; IT PROVES BENEFICIAL FOR FIRMS THAT OFFER SERVICES ON A CONTRACT BASIS