In this day and age of increasing globalization it is with more frequency that we will require US managers to participate in foreign assignments. However, it would be foolish of any company to think that they can just simply send any manager, or that they can send a manager without any prior preparation. The focus of this paper will be to analyze methods and processes of how to appropriately select a manager for a foreign assignment. It will also focus on an evaluation and analysis of methods used to prepare managers for foreign assignments.
             To start, there will an explanation of the need to have US managers participate in foreign assignments. This will focus on recent trends in globalization, how these trends could effective international and multinational corporations and the importance of identifying changes in trends and adapting our managers accordingly.
             Secondly, we will focus on the importance of selecting the "right" managers to participate in foreign assignments. We will look at what types of people have typically worked out best in the past and also look at techniques a company may use for identifying these people.
             Furthermore, I will analyze methods for ensuring the proper preparation of any associate selected for a foreign assignment. Noting that this preparation goes far beyond simply making sure the employee is ready, we must also look at the family involved in the transition, as they can play a vital role in the success or failure of the assignment.
             Finally, we will conclude with a summary, to include any final conclusions and recommendations for ensuring that a company selects the appropriate people for foreign assignments. This will also include additional recommendations on how a company may best go about ensuring that those individuals are properly prepared for the foreign assignment.
             Changing global markets and trends in globalization:
             The continual emergence of new technology, has drast...