IHRM Chapter 7 Flashcards
1
Q
Why are expatriates considered trainers?
A
- they transfer knowledge and development of tools in various units
- expected to assist the MNE to train and develop HCNs
- expected to ensure systems and processes are adopted and engaging
2
Q
Job rotation for expatriates
A
- employees gain a broader perspective in different fields
3
Q
Pre-departure training
A
- prepares expatriates and their families for international assignments
4
Q
Internal hires
A
- MNEs are selected from existing operations and some might be hired externally for international assignments
5
Q
Cross-cultural awareness programs
A
- a well-designed program to show appreciation and help expatriates behave accordingly
6
Q
What are some categories of pre-departure training?
A
- environmental briefing
- cultural orientation
- cultural assimilators
- language training
-sensitivity training and field experiences
7
Q
What are the three dimensions of the CCT model?
A
- training methods
- levels of training
- duration of training relative to the interaction and culture
8
Q
What is the purpose of preliminary visits?
A
- to provide a preview of the assignment in the country
- introduces them to the business context
- encourages pre-departure training
- better settlement in the country
9
Q
Host country language skills and adjustment
A
- being able to speak a foreign language helps expatriates negotiate better
- managers gain information regarding the host country’s economy, market, and government
10
Q
Knowledge of the corporate language
A
- better communication with HQ
- offers power to their position because they have access to information that others won’t
11
Q
Practical Assistance
A
- support the expatriate before and after the assignment
- includes preparing visas, shipping goods, baggage, allowances
- on assignment practical support includes language training and filling out taxes
- multinationals will use this approach to help expatriate children in relocating schools
12
Q
Security briefings
A
- explain evacuation plans, risks to economy, travel accidents, tracking systems, natural disasters
13
Q
Short term and non standard assignments
A
- receive little to no preparation for departure
- due to lack of time which is a standard reason for non-provision of pre-departure training
14
Q
International Cadre
A
- a group of high potential employees who are selected for training to enable the MNE to expand international operations
15
Q
Benefits of developing international teams
A
- improves innovation
- transfer of knowledge
- increasing horizontal communication
- diverse inputs towards decision making and problem solving
- develop global perspective
- develop shared values
16
Q
What is repatriation?
A
- the commitment to bringing the expatriate back to the home country
17
Q
Challenges to repatriation
A
- re-entry shock or reverse culture shock, that is, finding it difficult to adjust to their usual habits
18
Q
Metacognitive intelligence
A
- mental processes that individuals used to acquire cultural knowledge and control
- it’s not just about facts but seeing the bigger picture
19
Q
Cognitive intelligence
A
- knowledge of the norms, practices and conventions in different cultures from education and personal experiences
20
Q
Motivational intelligence
A
- direct your attention towards learning about situations characterized by cultural differences
21
Q
Behavioural intelligence
A
- attain verbal and nonverbal actions when interacting with people in different cultures
22
Q
Reasons for repatriation
A
- expat completed the assignment
- expat wants their children educated in the home country
- inability to cope
- spouse couldn’t cope
- changes in the environment
- reassigned to another assignment
23
Q
Problems with repatriation
A
- stress
- reverse culture shock
- spouse’s career gap
- lack of recognition of expat’s experience
- loss of status and pay
24
Q
How to repatriate successfully
A
- bring expats back during breaks
- counselling
- assist spouse with re-entry jobs
- reduce stress
- reduce turnover
