MGMT 4660 Exam 5 Questions with Correct Answers Latest Update 2025/2026
Which is NOT one of the four IHRM orientations as covered in the text? - Answers egocentric
All of the following are benefits that companies obtain by using expatriates EXCEPT - Answers
Reduced turnover for key international managers.
Evidence on training for international assignments suggests - Answers Cross-cultural training
reduces expatriate failure rates.
One international HR problem involves the performance appraisal of expatriates from the home
country who are working in the host country. A reason or reasons for that problem - Answers - is
that the employee may be working on long term growth but is being measured on short term
results.
- is that the employee has expectations based on the home country environment but must
achieve results in a different cultural, legal, and political environment.
When applying need theories in a cross-national context, managers should - Answers Take into
consideration the particular needs that people seek to satisfy in different countries.
Applying reinforcement at a cross-national level is challenging because - Answers -It is hard to
identify the organizational rewards that can be used as reinforcers.
-It is hard to understand how work values influence potential rewards.
-It is hard to know which type of reinforcer is more applicable in different cultures.
Principles of goal-setting theory include all of the following EXCEPT - Answers Assign do-your-
best types of goals.
Esteem needs refer to - Answers Focus on respect and feelings of self-worth.
All of the following statements about Maslow's hierarchy of needs are true EXCEPT - Answers
People have six basic type of needs.
Human Resource Management (HRM): - Answers deals with the overall relationship of the
employee with the organization. Major goals of HRM are managing and developing human
assets.
Basic HRM functions are: - Answers • Recruitment
, • Selection
• Training
• Performance Appraisal: assessing the individual's performance
• Compensation
• Labor Relations: the relationship between the individual and the company
In the international arena, the basic HRM activities take on an added complexity, for two
reasons: - Answers • Employees of MNCs include a mixture of workers of different nationalities.
• HR Managers must decide the necessary extent of adaptation to local business & national
cultures.
Expatriate: - Answers Employees who come from a country that is different from the one in
which they are working
Home Country Nationals: - Answers Expatriate employees who come from the parent firm's
home country
Third Country Nationals: - Answers Expatriate workers who come from neither the host nor the
home country.
Host Country Nationals: - Answers Local workers who come from the host country where the
MNC unit is located.
Inpatriate: - Answers Employees from foreign countries who work in the country where the
parent company is located.
Flexpatriates: - Answers Employees who are sent on frequent but short-term international
assignments
International Cadre (Globals): - Answers managers who specialize in international assignments
Commuter Assignments Employees: - Answers Employees who live in one country, but spend
part of the work week in another country.
Self-initiated expatriates: - Answers employees who independently decide to move to another
country to work
Advantages of self-initiated expatriates: - Answers • They are experts in the local culture.
• They do not require the same expensive packages as regular expatriates.
• Many of the emerging markets have severe shortages of qualified locals, so using self-initiated
expatriates may provide the multinational with local experts at minimal costs.
Which is NOT one of the four IHRM orientations as covered in the text? - Answers egocentric
All of the following are benefits that companies obtain by using expatriates EXCEPT - Answers
Reduced turnover for key international managers.
Evidence on training for international assignments suggests - Answers Cross-cultural training
reduces expatriate failure rates.
One international HR problem involves the performance appraisal of expatriates from the home
country who are working in the host country. A reason or reasons for that problem - Answers - is
that the employee may be working on long term growth but is being measured on short term
results.
- is that the employee has expectations based on the home country environment but must
achieve results in a different cultural, legal, and political environment.
When applying need theories in a cross-national context, managers should - Answers Take into
consideration the particular needs that people seek to satisfy in different countries.
Applying reinforcement at a cross-national level is challenging because - Answers -It is hard to
identify the organizational rewards that can be used as reinforcers.
-It is hard to understand how work values influence potential rewards.
-It is hard to know which type of reinforcer is more applicable in different cultures.
Principles of goal-setting theory include all of the following EXCEPT - Answers Assign do-your-
best types of goals.
Esteem needs refer to - Answers Focus on respect and feelings of self-worth.
All of the following statements about Maslow's hierarchy of needs are true EXCEPT - Answers
People have six basic type of needs.
Human Resource Management (HRM): - Answers deals with the overall relationship of the
employee with the organization. Major goals of HRM are managing and developing human
assets.
Basic HRM functions are: - Answers • Recruitment
, • Selection
• Training
• Performance Appraisal: assessing the individual's performance
• Compensation
• Labor Relations: the relationship between the individual and the company
In the international arena, the basic HRM activities take on an added complexity, for two
reasons: - Answers • Employees of MNCs include a mixture of workers of different nationalities.
• HR Managers must decide the necessary extent of adaptation to local business & national
cultures.
Expatriate: - Answers Employees who come from a country that is different from the one in
which they are working
Home Country Nationals: - Answers Expatriate employees who come from the parent firm's
home country
Third Country Nationals: - Answers Expatriate workers who come from neither the host nor the
home country.
Host Country Nationals: - Answers Local workers who come from the host country where the
MNC unit is located.
Inpatriate: - Answers Employees from foreign countries who work in the country where the
parent company is located.
Flexpatriates: - Answers Employees who are sent on frequent but short-term international
assignments
International Cadre (Globals): - Answers managers who specialize in international assignments
Commuter Assignments Employees: - Answers Employees who live in one country, but spend
part of the work week in another country.
Self-initiated expatriates: - Answers employees who independently decide to move to another
country to work
Advantages of self-initiated expatriates: - Answers • They are experts in the local culture.
• They do not require the same expensive packages as regular expatriates.
• Many of the emerging markets have severe shortages of qualified locals, so using self-initiated
expatriates may provide the multinational with local experts at minimal costs.
