 In this topic, we are going to basically talk about the outcomes of international assignments. And we are going to make it a point, we are going to discuss that international assignments, they are actually useful and they contribute towards development of the organization as well as of the individuals. So one of the outcomes of international assignment is management development. Management development because individuals they get experience and they can advance in their careers because their exposure is enhanced, their experience is enhanced and they get to know different kind of culture and then that's why they become more useful for the organization and therefore they grow and they can grow in their careers as well. And then the multinational organization, it gets cadder of experienced international operators. So when organizations, these M&E's, they send people to expatriate assignments, they generate a cadder of international operators who are able to move and understand the international environment and they are able to manage this international environment. Then the outcomes of international assignment is also the organizational development. Organizational development is the development of the organization. The organization learns, the organization grows, the organization progresses and the career of the organization is something which is enhanced. Why and how that happens because of the international assignments is it's because the M&E's, they accumulate knowledge and abilities from different cultures, from diverse places. M&E's and individuals, they get a global mindset. So when the mindset is enhanced then they grow from local to global and that is something which is a process of learning. And then M&E gets direct control and socialization which helps with knowledge transfer and helps the transfer of competence. So the socialization process which happens between the parent country nationals and the host country nationals, it actually creates a social capital which helps in transfer of knowledge and transfer of competence. So therefore organizations which send people for international assignments and bring people from different countries to work at different places they become networked multinationals and networked multinationals they can use international teams as a mechanism for fostering innovation. You know that people coming from various different backgrounds and diverse cultures they can innovate in a synergistic way. It also becomes a means of breaking down functional and national boundaries therefore enhancing information flow. So when people go on different assignments their boundaries they become diffused and information is passed on very much easily. It is also a method of encouraging diverse decision making, problem solving and strategic assessment. So you can very much understand that when people from diverse backgrounds they come together they can formulate different ways of decision making. It also becomes an opportunity for developing a global perspective. This is something that we have talked about many times. And it is a technique for developing a shared value therefore helping the multinational with informal normative control through socialization. So basically when the multinational gets embedded in the host national culture it gains normative control. For example, the multinational McDonald's is something which has become a part of culture although it is a multinational it is American based but it is something which is now a part of culture of our own environment. And so we talk about the products of that organization as the products of our own country and therefore they gain control over the environment through this process of socialization. So the multinational by sending people on international assignments and creating a global network they can achieve all these various different objectives. So this is something how we can summarize that how do international assignments they are used for developing the staff. So you can see that individual development leads to international assignment. International assignment also leads to individual development. International assignment then leads to a development of international cadre of staff also leads to development of international team which could also include virtual teams and all of this this is something which generates organizational development. So multinational assignments international assignments they become a driver of individual development as well as organizational development through these mechanisms. So this is how learning of the persons of the individuals as learning of the organization takes place in international arena.