MAN 6635 ACTUAL EXAMS SCRIPT ALL
QUESTIONS AND ANSWERS SURE A+
✔✔What is the second-best predictor of job performance? - ✔✔Conscientiousness is
the second-best predictor of job performance of any individual difference (r ≈ .25)
Relevant to success in EVERY job.
Positively correlated with:
Job Performance
Organizational Commitment
Job Satisfaction
Motivation
✔✔Selecting International Assignees Methods - ✔✔- Global talent management
inventories
- In-House global leadership programs
- International succession planning programs
- Nominations from supervisors or other expatriates
- Committee Decision
Comprised of corporate HR, home country HR, the host country manager, the director
of development, and the individual's functional manager
- Self-Selection
The desire for international assignment is usually based on a strong personal interest in
getting foreign experience and a desire for increased pay and improved career
opportunities
✔✔Criteria for Selecting International Assignees - ✔✔What have they done here? What
are their attributes and skills?
✔✔Types of IA Failure - ✔✔- Turnover upon repatriation
- Dropout
- Brownout
- Lack of acceptance by locals
- Damage to overseas business relationships
, - Inability to identify and train a local successor
- No use of foreign experience in assignment after repatriation
- Personal dissatisfaction with the experience
- Culture shock
✔✔Number one reason for international assignee failure - ✔✔Inability of the spouse to
adjust to the new environment
✔✔Culture Shock - ✔✔A state of disorientation and anxiety about not knowing how to
behave in an unfamiliar culture
Caused by the trauma people experience in new and different cultures
Symptoms range from mild irritation to deep-seated psychological panic or crisis
Results include the inability to work effectively, stress within the family, and hostility
toward host nationals
✔✔Preventing IA Failure - ✔✔Cultural Training in the Home Country
Pre-Assignment Training in Host Country
✔✔IA Success - ✔✔Completion of foreign assignment
Cross-cultural adjustment while on assignment
Good job performance while on foreign assignment
✔✔Best practices in IA Staffing - ✔✔- Provide adequate lead time for relocation
- Involve family at the outset of the expatriation process
- Provide language and cultural training to IA and family
- Provide a pre-assignment visit for IA and family
- Recognize the importance of dual career and trailing spouse issues
- Be honest about the job and location when recruiting Train home office staff in dealing
with IAs
- Don't neglect repatriation issues
✔✔Repatriation - ✔✔The act of returning to the country of origin
Challenges
- Repatriate typically reassigned to position similar to the one they left for the
international assignment
- Repatriates find it difficult to relate the value of their global experience to local
managers
✔✔Training - ✔✔A planned effort to increase the knowledge, skills, and attitudes that
improve employee performance
QUESTIONS AND ANSWERS SURE A+
✔✔What is the second-best predictor of job performance? - ✔✔Conscientiousness is
the second-best predictor of job performance of any individual difference (r ≈ .25)
Relevant to success in EVERY job.
Positively correlated with:
Job Performance
Organizational Commitment
Job Satisfaction
Motivation
✔✔Selecting International Assignees Methods - ✔✔- Global talent management
inventories
- In-House global leadership programs
- International succession planning programs
- Nominations from supervisors or other expatriates
- Committee Decision
Comprised of corporate HR, home country HR, the host country manager, the director
of development, and the individual's functional manager
- Self-Selection
The desire for international assignment is usually based on a strong personal interest in
getting foreign experience and a desire for increased pay and improved career
opportunities
✔✔Criteria for Selecting International Assignees - ✔✔What have they done here? What
are their attributes and skills?
✔✔Types of IA Failure - ✔✔- Turnover upon repatriation
- Dropout
- Brownout
- Lack of acceptance by locals
- Damage to overseas business relationships
, - Inability to identify and train a local successor
- No use of foreign experience in assignment after repatriation
- Personal dissatisfaction with the experience
- Culture shock
✔✔Number one reason for international assignee failure - ✔✔Inability of the spouse to
adjust to the new environment
✔✔Culture Shock - ✔✔A state of disorientation and anxiety about not knowing how to
behave in an unfamiliar culture
Caused by the trauma people experience in new and different cultures
Symptoms range from mild irritation to deep-seated psychological panic or crisis
Results include the inability to work effectively, stress within the family, and hostility
toward host nationals
✔✔Preventing IA Failure - ✔✔Cultural Training in the Home Country
Pre-Assignment Training in Host Country
✔✔IA Success - ✔✔Completion of foreign assignment
Cross-cultural adjustment while on assignment
Good job performance while on foreign assignment
✔✔Best practices in IA Staffing - ✔✔- Provide adequate lead time for relocation
- Involve family at the outset of the expatriation process
- Provide language and cultural training to IA and family
- Provide a pre-assignment visit for IA and family
- Recognize the importance of dual career and trailing spouse issues
- Be honest about the job and location when recruiting Train home office staff in dealing
with IAs
- Don't neglect repatriation issues
✔✔Repatriation - ✔✔The act of returning to the country of origin
Challenges
- Repatriate typically reassigned to position similar to the one they left for the
international assignment
- Repatriates find it difficult to relate the value of their global experience to local
managers
✔✔Training - ✔✔A planned effort to increase the knowledge, skills, and attitudes that
improve employee performance
