MAN 6635 UPDATED COMPREHENSIVE EXAM
QUESTIONS AND ANSWERS SURE A+
✔✔Conscientiousness - ✔✔- Dependable, ambitious, hardworking, organized.
- 2nd best predictor of job performance of any individual difference. Positive quality
regardless of occupation.
✔✔Work Sample - ✔✔Type of work selection method. To see how they'll do on the job,
have them do the job for a bit.
✔✔Committee Decision - ✔✔- Method of recruiting IA. - Comprised of corporate HR,
home country HR, the host country manager, the director of development, and the
individual's functional manager
✔✔Self-Selection - ✔✔- Method for recruiting IA
- 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
✔✔IA Criteria: Attributes - ✔✔- Cultural empathy
- Open-mindedness
- Emotional Stability
- Social initiative
- Flexibility
✔✔IA Criteria: Skills - ✔✔- Multidimensional perspective
- Proficiency in line management
- Prudent decision making skills
- Resourcefulness
- Cultural sensitivity
- Ability as a team builder
- Physical fitness and mental maturity
- Curiosity and learning
, ✔✔Types of IA Failure - ✔✔- Turnover upon repatriation (IA leaves company within 1
year of repatriation)
- Dropout
- Brownout
- Lack of acceptance by local nationals
- 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 experience
✔✔Brownout - ✔✔- Form of IA Failure
- IA does not return early but performs poorly and is ineffective in the assignment
✔✔Dropout - ✔✔- Form of IA Failure
- IA returns early but stays with company
✔✔Reasons for IA Failure - ✔✔- Inability of spouse to adjust to the new environment
(#1 Reason)
- MNEs fault (inadequate selection, training, support, etc.)
- Asignees fault (Inability to adapt or lack of capability)
- Culture Shock
✔✔Culture Shock - ✔✔- Disorientation and anxiety about not knowing how to behave in
an unfamiliar culture
- Symptoms range from mild irritation to deep-seated psychological panic or crisis
- Results include inability to work effectively, stress within the family, and hostility
towards host nationals
✔✔Prevent IA Failure - ✔✔- Cultural training in home country
- Pre-Assigned training in Host Country
- Other considerations such as language and underrepresentation of women (women
tend to perform better)
✔✔IA Success - ✔✔- Completion of foreign assignment
- Cross-cultural adjustment while on assignment
- Good job performance while on foreign assignment
✔✔Successful Repatriation - ✔✔- Provide organizational support before, during, and
after assignment
- Allow for knowledge transfer
✔✔Knowledge Transfer - ✔✔- 2 Way Street:
- IA sent abroad to bring knowledge from home country &
IA brings back knowledge to HQ from experiences during assignment
QUESTIONS AND ANSWERS SURE A+
✔✔Conscientiousness - ✔✔- Dependable, ambitious, hardworking, organized.
- 2nd best predictor of job performance of any individual difference. Positive quality
regardless of occupation.
✔✔Work Sample - ✔✔Type of work selection method. To see how they'll do on the job,
have them do the job for a bit.
✔✔Committee Decision - ✔✔- Method of recruiting IA. - Comprised of corporate HR,
home country HR, the host country manager, the director of development, and the
individual's functional manager
✔✔Self-Selection - ✔✔- Method for recruiting IA
- 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
✔✔IA Criteria: Attributes - ✔✔- Cultural empathy
- Open-mindedness
- Emotional Stability
- Social initiative
- Flexibility
✔✔IA Criteria: Skills - ✔✔- Multidimensional perspective
- Proficiency in line management
- Prudent decision making skills
- Resourcefulness
- Cultural sensitivity
- Ability as a team builder
- Physical fitness and mental maturity
- Curiosity and learning
, ✔✔Types of IA Failure - ✔✔- Turnover upon repatriation (IA leaves company within 1
year of repatriation)
- Dropout
- Brownout
- Lack of acceptance by local nationals
- 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 experience
✔✔Brownout - ✔✔- Form of IA Failure
- IA does not return early but performs poorly and is ineffective in the assignment
✔✔Dropout - ✔✔- Form of IA Failure
- IA returns early but stays with company
✔✔Reasons for IA Failure - ✔✔- Inability of spouse to adjust to the new environment
(#1 Reason)
- MNEs fault (inadequate selection, training, support, etc.)
- Asignees fault (Inability to adapt or lack of capability)
- Culture Shock
✔✔Culture Shock - ✔✔- Disorientation and anxiety about not knowing how to behave in
an unfamiliar culture
- Symptoms range from mild irritation to deep-seated psychological panic or crisis
- Results include inability to work effectively, stress within the family, and hostility
towards host nationals
✔✔Prevent IA Failure - ✔✔- Cultural training in home country
- Pre-Assigned training in Host Country
- Other considerations such as language and underrepresentation of women (women
tend to perform better)
✔✔IA Success - ✔✔- Completion of foreign assignment
- Cross-cultural adjustment while on assignment
- Good job performance while on foreign assignment
✔✔Successful Repatriation - ✔✔- Provide organizational support before, during, and
after assignment
- Allow for knowledge transfer
✔✔Knowledge Transfer - ✔✔- 2 Way Street:
- IA sent abroad to bring knowledge from home country &
IA brings back knowledge to HQ from experiences during assignment
