A. They are more efficient in communicating with and influencing headquarters' personnel. B. They cost the firm less with respect to maintenance. C. They add more to the prestige of the product line in the eyes of foreign customers. D. They have greater technical expertise. E. They are less likely to accept any form of bribe. At the sales level, the picture is clearly biased in favor of the locals because they transcend both cultural and legal barriers. More knowledgeable about a country's business structure and systems than an expatriate would be, local salespeople are better able to lead a company through the maze of unfamiliar distribution systems and referral networks. Furthermore, pools of qualified foreign personnel available in some places cost less to maintain than a staff of expatriates.
33.In the context of designing an international sales force, which of the following is true of information-oriented cultures?A. They require the most complete local knowledge possessed only by natives.B. Personal selling has to be localized for even the most global of corporations.C. People belonging to such cultures are hostile toward third-country nationals.D. Such cultures allow for greater use of expatriates in the sales force.E. Virtual expatriates are more efficient in selling consulting services in these countries.
34.Countries such as Germany allow for greater use of expatriates in international sales forces. Which of thefollowing is most likely to be the reason for this?
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35.In the context of designing an international sales force, which of the following is true of Japan?
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36.In countries like Japan, a sales force is likely to be most effective if it consists mostly of:
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37.A multinational company, with its headquarters in the U.S., wants to sell a new high-technology productin foreign markets. For effective selling, the sales force for this company should consist mostly of:A. local nationals.B. college recruits.C. temporary personnel.D. American expatriates.E. veterans.
38.The largest personnel requirement for international marketing for most companies is in the:
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Chapter 171.In the context of interpersonal selling, a company's most direct tie to the customeris thesalesperson.2.The reason why an international sales force in Germany can make greater use ofexpatriates is because it isan information-oriented culture.3.An expatriate sales force is most likely to have an advantage over a native salesforce when sellingrequires an extensive background of information.4.In the context of international salespeople, personnel from the home countryassigned to foreign countries are specifically referred to asexpatriates.5.Proven dependabilityis one of the advantages that an expatriate salesperson hasover a native sales person.6.Cultural and legal barriersare a chief disadvantage of hiring an expatriatesalesperson.7.Companies are benefitted by diversity driven creativityis an advantage ofteams managed by virtual expatriates.8.They may cost less to maintain than a staff of expatriatesis an advantage thata sales force consisting of foreign nationals has over a sales force of expatriates.
Identify the final link in the culmination of a company's marketing and sales efforts.
In the context of designing an international sales force, which of the following is true of information-oriented cultures?
They allow for greater use of expatriates in the sales force.
In countries like Japan, a sales force is likely to be most effective if it consists mostly of:
A multinational company, with its headquarters in the U.S., wants to sell its new high-technology product in Germany. For effective selling, the sales force for this company should consist mostly of:
The largest personnel requirement for international marketing for most companies is in the:
Which of the following is true of an expatriate sales force?
When selling requires an extensive background of information, an expatriate sales force is the best choice.
In which of the following situations is an expatriate sales force most likely to have an advantage over a native sales force?
When the product is highly technical in nature
Which of the following is one of the advantages of a sales force consisting of expatriate sales representatives?
They possess greater technical training.
Which of the following is a disadvantage associated with a sales force comprising expatriate salespeople?
The chief disadvantages of an expatriate sales force are the high cost, cultural and legal barriers, and the limited number of high-caliber personnel willing to live abroad for extended periods.
Which of the following is a strategy that international companies use to encourage sales personnel to accept foreign assignments?
International experience is considered important to join top management.
Which of the following is a characteristic of a professional expatriate?
They work abroad in country after country for the greater part of their careers.
Norman, a German national, works as a sales manager for Black Oil Corporation in the Middle-East. Given the benefits associated with the job, he works on one foreign assignment after another and rarely returns to the headquarters in Germany. In view of the given information, we can say that Norman is a:
Which of the following best defines virtual expatriates?
They manage operations in foreign countries but do not move there.
George, an American citizen, works as the sales manager at Blue Inc. He is posted at the company headquarters in the U.S. and manages operations in China. He makes long visits to conduct business meetings with his colleagues in China. George may be considered to be a:
Which of the following is true of virtual expatriates
They stay in hotels, make long visits to the foreign country to which they have been assigned, and maintain their families at home.
Which of the following is an advantage of virtual expatriates?
Their families do not have to be uprooted from their home country.
From an international firm's perspective, which of the following is an advantage associated with virtual assignments?
The extra expense involved in an actual executive move may be avoided.
Which of the following is a disadvantage of working as virtual expatriates?
They find it difficult to build close contact with subordinates and customers.
The difference between professional expatriates and virtual expatriates is that:
virtual expatriates work from their home branch and do not relocate to the assignment country.
In the context of recruiting sales and marketing personnel for an international sales force, there is a clear bias in favor of the locals. The reason for this is most likely that local nationals:
transcend both cultural and legal barriers.
Which of the following is an advantage of hiring local nationals in the sales force?
They are more knowledgeable about a country's business structure and systems.
Which of the following is an advantage that a sales force consisting of local nationals is likely to have over a sales force of expatriates?
They cost the firm less with respect to maintenance
Which of the following is the main disadvantage of hiring local nationals in the sales force?
Headquarters personnel tend to ignore the advice of local nationals.
A disadvantage of hiring local nationals is the tendency of headquarters personnel to ignore their advice. Which of the following is most likely to be the reason for this tendency?
Foreign nationals lack the understanding of how home-office politics work.
In relationship-oriented cultures such as France, Mexico, and Japan, sales representatives:
tend to be on the bottom rung of the social ladder. Thus, recruiting the brightest people to fill sales positions in foreign operations can be very difficult indeed.
_____ are expatriates from their own countries working for a foreign company in another country. David is a Canadian national who has been working for a U.S. company in Japan for twenty years. David may be considered to be a _____.
In the context of recruiting marketing and sales personnel, which of the following is true of local nationals?
They are better able to lead a company through the maze of unfamiliar referral networks.
Which of the following is true of third-country nationals?
Their nationality has little to do with where they work or for whom.
In the context of selecting sales and marketing personnel, which of the following is the most important quality that a recruiter should consider while hiring marketing personnel?
They should possess a considerable breadth of knowledge of many subjects both on and off the job.
A marketer who expects to be effective in the international marketplace should:
have a positive outlook on an international assignment.
Cultural empathy involves:
understanding another culture and not be antagonistic.
When hiring new personnel for international marketing, which of the following is considered to be the best way to assess the traits necessary for success?
Interviews and role-playing exercises
Japanese sales representatives are most satisfied with their jobs when:
their values are consistent with those of their company
Which of the following is the most likely reason that continual training is more important in foreign markets than in domestic ones?
Lack of routine contact with the parent company
The training of foreign employees is likely to be most effective when:
it is tailored to the employees' ways of learning.
Which of the following is likely to be the most effective method in making home-office personnel aware of the problems of foreign operations?
Providing cross-cultural training
In the context of rewards from work, Japanese and American salespersons are similar barring one aspect which the Japanese rate as more important than their American counterparts. Identify this aspect.
Considering the specific characteristics of Japan's culture, which of the following strategies would be most successful in motivating employees in Japanese organizations?
Which of the following is the main reason for the failure of individual incentives to motivate employees in Japan?
An emphasis on paternalism
Nontaxable perks such as a company vehicle given to an expatriate is an example of a(n):
Overseas premiums that are paid to the family of expatriates during short-term assignments if they do not relocate to the foreign country are called:
In the context of designing compensation systems, the program element most often determined at the global level is:
Program Design Principles.
Which of the following is true of sales compensation practices across the globe?
Most companies establish sales compensation practices locally either at the country or regional levels
In the context of global compensation, which of the following strategies should be practiced?
Consistent communication and training themes should be used worldwide.
Unlike the Japanese, the American sales managers do not have to worry about the problem of motivating poor performers. Which of the following is the reason for this situation?
The team usually does not have any low performers as they either quit or are fired.
Which of the following practices, with respect to motivating sales personnel, is most common in relationship-oriented countries like Japan?
Companies motivate sales representatives through frequent interaction with supervisors.
In the context of evaluating and controlling sales representatives, the primary control tool used by American sales managers is the:
Qualified and ambitious sales personnel refuse to take up foreign assignments for fear of hampering their career development. This "out of sight, out of mind" fear is most closely linked to the problems of:
Which of the following is the single most important reason for expatriate dissatisfaction?
Unsuccessful family adjustment
Which of the following is the primary reason for an expatriate's failure to function effectively in a foreign assignment?
Unsuccessful family adjustment
Which of the following factors significantly differentiates companies with the least amount of returnee attrition from those with the highest attrition?
Personal career planning for expatriates
In the context of international marketing, most expatriate failures are caused by lack of:
an understanding of cultural differences
Which of the following is a trait of a person with good cultural skills?
They convey a sincere interest in people and their culture.