1. Explain the reasons why a company would want to operate internationally, and the motivations and benefits of a company that seeks global alliance. 2. Describe the 6 steps in developing international and global strategies. 3. What is environmental scanning? What areas are most commonly focused in environmental scanning? 4. Describe the strategies of globalization and regionalization. When can each strategy be used most effectively? 5. What are the motivations, benefits and challenges of implementing global alliances? 6. Discuss the reasons that companies embark on cross-border strategic alliances. What other motivations may prompt such alliances? 7. What are the benefits and risks of outsourcing abroad? What are the considerations when implementing a global sourcing strategy? 8. Describe four of the typical organizational structures in which firms organize their international activities. 9. Describe five situations that organizational change and design would be needed. 10. What variables have to be considered in designing the organizational structure for international operations? How do these variables interact, and which do you think are most important? Describe two of the typical organizational structures in which firms organize their international activities in coping with national or cultural differences. 11. Describe direct and indirect coordinating mechanisms. Give examples for each. 12. Explain ethnocentric, polycentric, and regiocentric staffing approaches and their advantages. Why do most firms shift from ethnocentric staffing to polycentric or regiocentric staffing methods? 13. A) What are the major alternative staffing approaches for international operations? Explain the relative advantages of each and the conditions under which you would choose one approach over another. B) Is there a trend for MNC to shift from one staffing approach to another? Explain. 14. What are the advantages of the global staffing approach? 15. A) What are the major causes of expatriate failure? B) What steps can the company's IHRM department take to maximize the effectiveness of the expatriate's assignment and the long-term benefit to the company