MGT/312 Unit 6 Quiz — Global Teams and Expatriate Management

Management

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Questions (8)

Research on culturally diverse teams most accurately concludes that they:

MC1 pt

A. Show higher performance variance — appearing among both the best and worst teams — because outcomes depend on process rather than composition

B. Reliably outperform homogeneous teams on nearly every task type

C. Reliably underperform homogeneous teams and should be avoided for critical work

D. Perform identically to homogeneous teams once language is controlled for

A project team splits cleanly into two camps: the German engineers and the Brazilian marketers. Attribute alignment of this kind creates a strong:

MC1 pt

A. Faultline, which activates subgroup identity and is strongest when several attributes align rather than cross-cut

B. Superordinate goal, which subordinates subgroup identity to a shared objective

C. Swift trust structure typical of virtual teams

D. Geocentric staffing orientation

The most frequently cited cause of early expatriate return is:

MC1 pt

A. Spouse and family difficulty adjusting to the host country

B. Insufficient technical competence for the assigned role

C. Failure to complete pre-departure language training

D. Compensation packages below home-country market rate

Which statement about the U-curve model of cultural adjustment is most defensible?

MC1 pt

A. It offers useful vocabulary for common experiences, but is empirically contested — many expatriates skip the honeymoon phase and timing varies widely

B. It is a validated timeline that reliably predicts when each phase begins and ends

C. It has been fully refuted and no longer appears in the literature

D. It applies only to repatriation, not to initial adjustment abroad

A firm loses roughly a third of its returning expatriates within two years. The most likely organizational cause is:

MC1 pt

A. No planned return role and no mechanism to use the international experience, combined with lost autonomy and status

B. Inadequate pre-departure cultural training three years earlier

C. Excessive compensation abroad making home packages unattractive

D. A geocentric staffing orientation at headquarters

Which design choices meaningfully improve global virtual team functioning? (Select all that apply.)

Multi2 pts

A. Rotating meeting times so no single region bears the time-zone burden permanently

B. A written team charter making decision rules and response-time expectations explicit

C. Having everyone join individually when most members are co-located and a minority is remote

D. Investing in early visible reliability, since swift trust is granted provisionally and damaged easily

E. Relying on informal unwritten norms, which diverse teams converge on naturally over time

Define swift trust and explain why it makes early missed commitments disproportionately damaging on a global virtual team compared with a co-located one.

Text3 pts

Using Perlmutter's ethnocentric, polycentric, regiocentric, and geocentric orientations, analyze the tension between global standardization and local responsiveness. Recommend which functions a multinational should standardize and which it should localize, and defend your reasoning.

Text5 pts

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