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Question
Training and development of potential candidates for expatriate assignments:
A. are unnecessary with host-country nationals.
B. are unnecessary with home-country nationals.
C. depend on whether the candidate is a home-, host-, or third-country national.
D. wastes company resources because management is an art form, not a skill.
E. none of the above.
Answer
This answer is hidden. It contains 27 characters.
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A. will never get to the top because they take time-out for children.
B. are more likely than men to succeed if they quit the company and start their own businesses.
C. have been remarkably successful in international assignments, which does not seem to be related to gender.
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E. two of the above.
Q:
With regard to the use of women versus men for expat management assignments:
A. few qualified women candidates are available.
B. few women candidates are accepting assignments and enjoying the experience.
C. those women who go into expatriate positions tend to do well. The hurdle is in getting the assignment.
D. the women expatriates are making more money than their male counterparts.
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Generalizations about TCNs are difficult because:
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E. two of A, B, and D.
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A. involves human resource policies that are created at the local level for the specific context in which the local operations operate.
B. may send TCNs to fill management posts, to avoid problems from using PCNs or HCNs.
C. selects the best person for each job, without considering national origin.
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E. all of A, B, and C.
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A. involves human resource policies that are created at the local level for the specific context in which the local operations operate.
B. results in the company hiring local managers who are familiar with the home country of the IC and with its corporate culture, policies, and practices.
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As international companies increasingly take the geocentric view, we can be certain to see less use of third-country nationals.