Which of the following factors is LEAST likely to affect how attractive an international assignment may be
to a potential expatriate?

A company develops its future leaders by hiring college graduates of top tier universities and putting them through a management program. During the management program, they are rotated through carious job functions over 2-3 tears. During this time period, their success in a technical area of expertise isolates out the potential leaders for various departments. According to Evans, Pucik, and Barsoux, which of the following approaches to leadership to leadership identification and development is this organization utilizing ?

An international manufacturing firm is implementing a centralized HR information system to replace multiple regional systems. Resistance is strong among EMEA and APAC subsidiaries due to concerns about data privacy, workflow changes, and perceived loss of autonomy. What should HR do FIRST to address this resistance while supporting the global strategy?

Which of the following leadership theories believes that leadership styles should correspond to the maturity of the employees?

A company decides to pursue an international assogment program to fill a new position in is new office in
Beijing, China. With the assistance of the human professional, the management team has finalized a list of
job-specific selection crieria of the ideal candidate for the role.
During the interviewing process, the key selection tool utilized was role-playing. Role-playing was done
entirely in Mandarin bases around common business and family situations an expatriate may face. In
addition , role-playing was utilized to show how the candidate had successfully protrayedidentified success
factors in past behavior. Which of the following selection methods was NOT utilized in this scenario?