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16. Which of the following is a strong reason for using home-country nationals for an overseas assignment?

A. It is less expensive to train a home-country national than it is to train a host-country national.

B. Home-country nationals have a better understanding of the firm's policies and culture.

C. Educational opportunities are of better quality in the home country.

D. A home-country national is less likely to have security issues in a foreign country.

E. Home-country nationals have a stronger tie with the organization and become more committed to the long-term success of the firm.

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17. When selecting virtual team members who are geographically dispersed, what selection tools should be used? A. A.Trust-building exercises and examples

B. Behavioral and situation scenarios

C. Conflict management assessments

D. Comfort working in isolation assessments

E. E-mail etiquette training

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18. Which of these employees would be MOST likely to receive compensation for hardship?

A. An employee who is starting a job in a more dangerous area in the same country that they are working in now

B. An employee who is starting a job with longer hours in a different country than they are currently working in now C. C. An employee taking a job with longer hours in the same country they are currently working in

D. An employee who is starting a job with more responsibilities in the same country they are working in now

E. An employee who is starting a job in a more dangerous country than they are working in now

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19.What is the first step in establishing a global pay system?

A. Adapt pay policies.

B. Identify gaps.

C. Identify crucial executive behaviors.

D. Set long-term strategic goals.

E. Systematize pay systems.

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Between 40% and 60% of employees that are sent abroad are likely to quit within _______ of returning home.

A. 18 months

B. 3 years

C. 6 months

D. 5 years

E. 1 year

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