Multiple Choice
1. __________ oriented corporations operate within an area involving more than one nation,
focus on regional objectives, and exhibit limited multicultural heterogeneity.
a. Globally
b. Locally
c. Nationally
d. Regionally
Answer: d
2. The bar is high for firms, individuals, and teams to achieve a __________ orientation.
a. global
b. local
c. national
d. regional
Answer: a
3. What benefits do students gain from taking a “gap year” abroad?
a. improved English communication skills
b. the ability to “internationalize” their resumes
c. hands-on work experience
d. rest and relaxation before beginning full-time employment
Answer: b
4. Which of the following best illustrates the “traditional assignment” abroad?
a. 5–10 years, with the relocation of the employee only
b. 5–10 years, with virtual work from home instead of relocation
c. 3–5 years, with frequent trips between home and the host country
d. 3–5 years, with the relocation of the employee and his or her family
Answer: d
5. An expatriate charged with the role of socialization and knowledge transfer across
organizational units can be described as a __________.
a. bear
b. bumblebee
c. spider
d. wolf
Answer: b
6. Why does the process of sending managers abroad not automatically lead to a stronger
company?
a. Host nations vary in their investment in educating expatriate employees in new skills.
b. Employees vary in their interest in bringing home new skills they learned while working
abroad.
c. Companies vary in their ability and willingness to apply the skills the employee developed
abroad.
d. Managers vary in their acceptance and understanding of the repatriate employee.
Answer: c
7. Why are expatriate employees typically needed during the infrastructurebuilding phase?
a. They have technical skills that may not be available locally.
b. Firms are usually prohibited from hiring local employees at this stage.
c. Local employees are wary of working for a relatively unknown company.
d. There are rarely enough local laborers to complete the project.
Answer: a
8. How are U.S. companies changing in their attitudes toward global experience?
a. Some firms now require international experience for even entry-level positions.
b. Companies now prefer to use virtual global contacts instead of actually sending employees
abroad.
c. They are starting to discourage international experience, as it leads to unconventional ideas
and imbalances in power.
d. Firms are requiring more international experience as a prerequisite for leadership positions.
Answer: d
9. Short-term assignments are typically defined as less than __________ in length.
a. one month
b. six months
c. one year
d. five years
Answer: c
10. A timber extraction company in Brazil is recruiting locals for a leadership role. Of the
following individuals, which offers the most promising set of skills?
a. an ethnic Brazilian man who has lived his whole life in the United States
b. a man who speaks both fluent Portuguese and business-level English
c. a woman who is relatively inexperienced but who would increase the firm’s gender
diversity
d. a woman who has leadership experience in Brazil but does not speak any English
Answer: b
11. What is one benefit to reducing the use of expatriates?
a. It is more cost effective to use host country nationals that to relocate expatriates and their
families.
b. It is difficult to find employees willing to relocate to another country.
c. One can usually find more technically skilled workers in the host country than in the home
country.
d. Immigration and customs laws are making it more difficult to use overseas employees
unless absolutely necessary.
Answer: a
12. Which of the following is a cost to the company of early repatriation?
a. It will take time for the employee to settle back into routines.
b. The new position for the employee may be less desirable.
c. An appropriate replacement must be found for the employee.
d. The employee must find a new place to live.
Answer: c
13. What is the most common selection criteria used by U.S. firms when choosing an
employee for an overseas assignment?
a. family situation
b. language ability
c. motivation
d. technical skills
Answer: d
14. Black and colleagues identified three dimensions of adjustment, which include
__________ adjustment.
a. family
b. institutional
c. interaction
d. psychological
Answer: c
15. Studies show a correlation between language skills and __________ adjustment, but not
between language skills and __________ adjustment.
a. interaction, work
b. work, interaction
c. work, general
d. general, interaction
Answer: a
16. What test includes the dimensions of cultural empathy, emotional stability, and flexibility
to assess potential expatriates?
a. Cross-Cultural Adaptability Inventory
b. Expatriate Psychological Health Scale
c. International Employee Survey
d. Multicultural Personality Questionnaire
Answer: d
17. Which of these is a major factor in expatriate failure?
a. inability to learn the language
b. insufficient income
c. lack of quality food
d. poor spousal adjustment
Answer: d
18. Why do women tend to be better suited for international assignments than men?
a. Women are more readily welcomed into business situations.
b. They tend to have stronger intercultural communication skills.
c. Women employees are less likely to have dependent children.
d. They are more likely to have gained international experience in college.
Answer: b
19. Samsung’s program of sending employees to immerse themselves in a Western culture is
based on the anthropological principle of __________.
a. activity-based understanding
b. interaction research
c. native-led learning
d. participant observation
Answer: d
20. Which of the following components should be included in any pedagogicallysound crosscultural training program?
a. U.S. and host country history
b. corporate culture
c. cultural self-awareness
d. food and entertainment
Answer: c
21. What is an expatriate candidate likely to do on a “look-see” visit overseas?
a. meet with colleagues or other expat families
b. enroll the kids in local schools
c. work a trial shift at the new site
d. invest in a home and vehicle
Answer: a
22. John and Jane Doe have relocated to their new home in Mexico City, and have begun
forming a friendship with their neighbor Ana Hernández. To which stakeholder group
influencing expatriates does Ana belong?
a. host country nationals
b. foreign subsidiary
c. parent company
d. spouse–family
Answer: a
23. Which of the following benefits for expatriate employees is often found to be lacking?
a. access to western-style health care
b. support services for cultural adjustment
c. language training
d. home and emergency leave
Answer: b
24. Which of these people is likely to be the least integrated into life in the new cultural
setting?
a. Adam, a manager who is on his third international post in Europe
b. Brittany, a teen who moved with her family to Denmark and is enrolled at the local high
school
c. Chris, a stay-at-home dad who relocated to China to support his wife’s career
d. Danica, a new expatriate who moved to Saudi Arabia as part of her job in
telecommunications
Answer: c
25. Which of the following competencies is proposed to provide the professional confidence
needed for the challenges of global work?
a. balancing contradictions
b. broad perspective
c. cognitive complexity
d. personal autonomy
Answer: a
Test Bank for Cultural Dimension of Global Business
Gary Ferraro, Elizabeth K. Briody
9780205900725
