Technological advancements are not a key factor that influences the effectiveness of MNCs. Cultural differences, economic conditions, and political stability are all important factors that can impact the success of MNCs.

Individualism is the cultural dimension that refers to the extent to which a society values individualism over collectivism.

Job satisfaction is not a common challenge faced by expatriate employees. Culture shock, language barriers, and homesickness are all common challenges that expatriate employees may experience.

All of the above factors are key contributors to the success of global virtual teams.

Ethnocentrism is not a common approach used by MNCs to manage cultural diversity in the workplace. Cultural training, diversity management programs, and mentoring and coaching are all common approaches used by MNCs to manage cultural diversity.

All of the above factors are key challenges faced by MNCs when conducting business in emerging markets.

Joint ventures are not a common strategy used by MNCs to enter foreign markets. Exporting, licensing, and franchising are all common strategies used by MNCs to enter foreign markets.

All of the above factors are key contributors to the success of expatriate assignments.

Dealing with language barriers is not a common challenge faced by global leaders. Managing cultural diversity, navigating political and economic differences, and adapting to different legal and regulatory frameworks are all common challenges faced by global leaders.

All of the above factors are key contributors to the effectiveness of cross-cultural training programs.

Skill-building training is not a common type of cross-cultural training. Cultural awareness training, language training, and attitude change training are all common types of cross-cultural training.

All of the above factors are key challenges faced by MNCs when conducting business in developed markets.

Diversity management programs are not a common strategy used by MNCs to manage global talent. International assignments, global talent pools, and repatriation programs are all common strategies used by MNCs to manage global talent.

All of the above factors are key contributors to the effectiveness of global leadership development programs.

Lack of trust and rapport is not a common challenge faced by global virtual teams. Time zone differences, language barriers, and cultural differences are all common challenges faced by global virtual teams.