IHRM3

Which of the following is NOT a disadvantage of using host-country nationals (HCNs) according to the text?

What is the primary advantage of using HCNs according to the text?

In an ethnocentric staffing approach, which of the following is true?

Which of the following is NOT a disadvantage of using an ethnocentric staffing approach according to the text?

Which of the following is a disadvantage of using HCNs according to the text?

Which of the following is NOT a disadvantage of using an ethnocentric staffing approach according to the text?

What is a potential advantage of using HCNs?

Which of the following is NOT a disadvantage of using HCNs according to the text?

What is a key advantage of a geocentric staffing approach according to the text?

Why might geocentric staffing be considered expensive according to the text?

What is the main disadvantage of the polycentric approach compared to the geocentric approach?

Which staffing approach involves deploying large numbers of PCNs, TCNs, and HCNs across units?

Why do most countries require extensive documentation for hiring foreign nationals according to the text?

What aspect of key managers' opportunities is limited by the geocentric staffing approach?

Why might host governments want a high number of international executives employed according to the text?

What is one of the objectives of a cross-cultural training programme as mentioned in the text?

Why is recognizing repatriation planning important for employees on international assignments?

In the context of cross-cultural training, what does 'managing change' refer to?

Why is understanding the cultural adaptation process important for individuals on international assignments?

What role does intercultural communication play in the success of international assignments?

What does 'creating a personal and professional action plan' involve in the context of cross-cultural training?

Why is it necessary to grasp the impact of change on employees, family, and friends in international assignments?

What is one benefit of gaining practical information about daily life in the host country?

What is a critical step in ensuring the success of international assignments?

Which of the following is NOT mentioned as a requirement for assignees to perform effectively in a different cultural environment?

What is emphasized as key to performing globally?

In which areas are assignees required to collaborate in their approach according to the text?

What do assignees need to be able to do personally according to the text?

Why must assignees understand how to maximize developmental opportunities while abroad?

What is an important aspect of negotiating skillfully, according to the text?

What did Tung propose in his contingency framework for deciding the nature and level of rigor of training?

According to Tung, when should training focus on cross-cultural skill development?

What is the implication for training rigor when expected interaction with host nationals is low and cultural dissimilarity is also low?

According to Tung, what should training focus on when there is high dissimilarity between the individual's native culture and the host culture?

In Tung's framework, what determines the level of rigor necessary for effective training?

When should training focus on task- and job-related issues rather than culture-related issues according to Tung?

What would Tung recommend if there is low interaction with host nationals and little dissimilarity between cultures?

Based on Tung's framework, what should training emphasize if there is high dissimilarity between native and host cultures but minimal expected interaction?

In a geocentric staffing approach, the MNE is taking a ______ approach to its operations

Geocentric staffing enables an MNE to develop an international executive team which assists in developing a global perspective and an internal pool of labor for ______

Polycentric staffing overcomes the 'federation' drawback of the ______ approach

Geocentric staffing supports cooperation and resource sharing across units, requiring large numbers of PCNs, TCNs, and HCNs to be sent abroad to build and maintain the international cadre required to support a geocentric staffing ______

Most countries require MNEs to provide extensive documentation if they wish to hire a ______ national instead of a local national

One of the keys to MNE's success is to recruit native workers who have a wide understanding of their countries, including the ______, economical, socio-cultural framework, etc.

Staff localization enhances performance through making use of national advantages and ______.

Advantages of staff localization for MNEs include access to local knowledge, access to local business networks, reduction of operation costs, and boosting company ______.

One of the disadvantages of local staff for MNEs is the self-interest and opportunistic behavior of ______ staff.

The process of staff localization involves developing local staff, knowledge transfer, and the replacement of expatriates with local staff at lower and senior management ______.

What role does intercultural communication play in the success of international assignments? Intercultural communication is essential for fostering _______________ and collaboration across diverse teams.

In the context of Globalization, why might host governments want a high number of international executives employed? Host governments may seek to benefit from the expertise and _______________ that international executives bring to the local economy.

What is emphasized as key to performing globally in the field of Personnel Selection and Development? An important aspect is the development of strong _______________ skills to navigate diverse environments.

What is a critical step in ensuring the success of international assignments according to the text? Assignees must understand how to maximize _______________ opportunities while working abroad.

Why is it necessary to grasp the impact of change on employees, family, and friends in international assignments? Understanding the impact of change helps in effective _______________ planning for all involved parties.

One of the keys to MNE's success is to recruit native workers who have a wide understanding of their countries, including the ______, economical, socio-cultural framework, etc.

Geocentric staffing enables an MNE to develop an international executive team which assists in developing a global perspective and an internal pool of labor for ______

Most countries require MNEs to provide extensive documentation if they wish to hire a ______ national instead of a local national

Polycentric staffing overcomes the 'federation' drawback of the ______ approach

Advantages of staff localization for MNEs include access to local knowledge, access to local business networks, reduction of operation costs, and boosting company ______.

Assignees must have the skills, knowledge, attitudes, and attributes to perform effectively in a different cultural environment. Assignees and accompanying family members must be able to personally adjust to living in new locations. Assignees must understand how to maximize developmental opportunities while abroad. Building relationships is key to performing globally. Therefore, assignees are required to develop trust relationships with people of different backgrounds and values, communicate well, collaborate in their approach, act as team players, negotiate skillfully, exhibit cultural competence. Cross-cultural training is a critical step in ensuring the success of international assignments. Why train? To compete globally and succeed...

Thomas Köllen is associated with which field of study in the text?

Assignees must exhibit ______ to perform effectively in a different cultural environment.

In the context of international assignments, assignees must be able to personally adjust to living in new locations and maximize ______ opportunities while abroad.

Building relationships, developing trust with individuals of different backgrounds, and exhibiting ______ are key to performing globally.

Intercultural competence includes awareness of culture's influence on ______

Familiarity with customs, habits, and behaviors is essential for developing intercultural ______

One of the key elements of intercultural competence is having empathy and sensitivity to cultural ______

In intercultural communication, having respect towards different cultures is crucial for fostering ______

Market knowledge and familiarity with differences in working procedures are important aspects of developing ______ competence

The readiness to adapt and show tolerance towards ambiguity are components of intercultural ______

Emotional stability and political sensitivity contribute to one's intercultural ______

Cultural orientation and respect for culture-specific working methods are part of developing intercultural ______

Having familiarity with work-related values and attitudes is crucial for enhancing intercultural ______

Motivation for staying abroad and willingness to engage in talk exchanges are indicators of intercultural ______

Regiocentric approach reflects the geographic strategy and structure of the MNE, utilizing a wider pool of managers within a limited way, allowing staff to move outside their home countries but only within the particular geographic region. Regional managers may not be promoted to headquarters positions but enjoy a degree of regional autonomy in decision-making. This approach can produce federalism at a regional rather than a country basis and constrain the MNE subsidiaries in that region and PCNs posted from developing a more global perspective. While this approach does improve career prospects at the national level, it only moves the barrier to the regional level. Talented managers may advance to jobs in regional headquarters but less frequently to positions at the MNE headquarters. The Regiocentric approach is characterized by __________ staff may move outside their home countries but only within the particular geographic region.

It facilitates interaction between managers and can produce federalism at a regional rather than a country basis, reflecting some sensitivity to local conditions, since local subsidiaries are usually staffed almost totally by HCNs. Advantages of the Regiocentric approach include facilitating interaction between managers and reflecting sensitivity to local conditions, while disadvantages include producing federalism at a regional level rather than a country level and constraining the MNE subsidiaries in that region. Regional managers may not be promoted to headquarters positions but enjoy a degree of regional autonomy in decision-making. Talented managers may advance to jobs in regional headquarters but less frequently to positions at the MNE headquarters. The Regiocentric approach can be limiting as regional managers may not be promoted to headquarters positions but enjoy a degree of regional autonomy in decision-making, which can constrain the MNE subsidiaries in that region and PCNs posted from developing a more global perspective. This staffing approach reflects the geographic strategy and structure of the MNE and utilizes a wider pool of managers but in a limited way. The Regiocentric approach is characterized by reflecting sensitivity to local conditions, since local subsidiaries are usually staffed almost totally by __________.

The Regiocentric approach, similar to the geocentric approach, utilizes a wider pool of managers but in a limited way, allowing staff to move outside their home countries but only within the particular geographic region. Regional managers may not be promoted to headquarters positions but enjoy a degree of regional autonomy in decision-making. Talented managers may advance to jobs in regional headquarters but less frequently to positions at the MNE headquarters. The Regiocentric approach can facilitate interaction between managers and reflect sensitivity to local conditions, since local subsidiaries are usually staffed almost totally by HCNs. Advantages of this approach include facilitating interaction between managers and reflecting sensitivity to local conditions, while disadvantages include producing federalism at a regional level rather than a country level and constraining the MNE subsidiaries in that region. While the Regiocentric approach improves career prospects at the national level, it only moves the barrier to the regional level. This staffing approach reflects the geographic strategy and structure of the MNE. Regiocentric reflects the geographic strategy and structure of the MNE, allowing staff to move outside their home countries but only within the particular geographic region, using a wider pool of managers but in a limited way. The Regiocentric approach is characterized by regional managers not being promoted to headquarters positions but enjoying a degree of regional autonomy in decision-making, which can constrain the MNE subsidiaries in that region and PCNs posted from developing a more global perspective. The approach reflects sensitivity to local conditions, as local subsidiaries are usually staffed almost totally by HCNs. While this approach does improve career prospects at the national level, it only moves the barrier to the regional level. Talented managers may advance to jobs in regional headquarters but less frequently to positions at the MNE headquarters. The Regiocentric approach emphasizes the importance of __________.

The Regiocentric approach in International Human Resource Management reflects the geographic strategy and structure of the MNE, utilizing a wider pool of managers but in a limited way. Staff may move outside their home countries but only within the particular geographic region. Regional managers may not be promoted to headquarters positions but enjoy a degree of regional autonomy in decision-making. Advantages include facilitating interaction between managers and reflecting sensitivity to local conditions since local subsidiaries are usually staffed almost totally by HCNs. Disadvantages may include producing federalism at a regional level rather than a country level and constraining the MNE subsidiaries in that region. PCNs posted from developing a more global perspective, while the Regiocentric approach improves career prospects at the national level, it only moves the barrier to the regional level. Talented managers may advance to jobs in regional headquarters but less frequently to positions at the MNE headquarters. The Regiocentric approach can be characterized by facilitating interaction between managers and reflecting sensitivity to local conditions, as local subsidiaries are usually staffed almost totally by HCNs. While the Regiocentric approach improves career prospects at the national level, it only moves the barrier to the regional level. Regional managers may not be promoted to headquarters positions but enjoy a degree of regional autonomy in decision-making. The Regiocentric approach emphasizes the importance of facilitating interaction between managers and reflecting sensitivity to local conditions, as local subsidiaries are usually staffed almost totally by __________.

The Regiocentric approach, similar to the geocentric approach, utilizes a wider pool of managers but in a limited way. Staff may move outside their home countries but only within the particular geographic region. Regional managers may not be promoted to headquarters positions but enjoy a degree of regional autonomy in decision-making. Advantages of this approach include facilitating interaction between managers and reflecting sensitivity to local conditions, as local subsidiaries are usually staffed almost totally by HCNs. Disadvantages of the Regiocentric approach may include producing federalism at a regional level rather than a country level and constraining the MNE subsidiaries in that region. PCNs posted from developing a more global perspective, while the Regiocentric approach improves career prospects at the national level, it only moves the barrier to the regional level. Talented managers may advance to jobs in regional headquarters but less frequently to positions at the MNE headquarters. The Regiocentric approach can be characterized by reflecting sensitivity to local conditions, as local subsidiaries are usually staffed almost totally by HCNs. While the Regiocentric approach improves career prospects at the national level, it only moves the barrier to the regional level. Regional managers may not be promoted to headquarters positions but enjoy a degree of regional autonomy in decision-making. The Regiocentric approach emphasizes the importance of facilitating interaction between managers and reflecting sensitivity to local conditions, as local subsidiaries are usually staffed almost totally by __________.