This case study illuminates an understanding of international willingness, why Statoil managers decide to seek or accept international assignments. As a global actor in an expanding global market, Statoil has identified a growing need of managers willing to travel outside the home country in order to fulfill the demands beyond national borders. This thesis puts emphasize on why they go, which expatriation path they choose, and in what way Statoil´s approach to expatriation serves the need of the expat and the organization. The study is based on 8 interview of Norwegian expatriates asked to reflect around their motives and experiences of being an expat on behalf of the organization. The analysis is based on these reflections, including Statoil s internal documents and the literature on the field. The theoretical framework is based on former empirical research, as well as a typology that includes the individual and organizational aspect of expatriation. The expatriation paths refer to the career orientation of the individual, which is discussed in line with individual motives, and Statoil s approach to international activity. The findings show that motives for expatriation are multiple. The expressed reasons were attached to the importance of job involvement, increased responsibility, the feeling of independency, and professional and personal development. In evaluation of career motives, the expat of Statoil did not couple the expatriation with a corporate career. Some stated that the acceptance of an international assignment was rather a risk career wise, grounded in distance to the network at home. They did however express a career motive of gaining international experience as something of personal value. Family and the dual career issue (spouse not willing to sacrifice their career) inhibit the international willingness of the expats, and location needed to fulfill certain criteria of personal and professional development, in addition to an ensured safety. The expatriation paths of the informants seemed to be diversified. The majority was placed within the Professional, recognized by independent individuals with a desire to acquire international experience for own gain. Statoil´s approach to expatriation is discussed to be ad hoc (Expedient) lacking a clarified expatriation philosophy, which causes the individuals to establish own personal reason tor taking on international assignments. The characteristics of Statoil s approach can make the organization dependent on a certain set of individuals, those willing to opt for a global career outside of the organizational core . The paths indicated by the informants are discussed to create needs and expectations of what an international expatriation will consist of. The expat focusing on professional and self-development will evaluate the risks and benefits in line with that. The expectations created between the expat and the organization might become ambiguous, increasing the probability for the expats to focus on the risks connected to the assignments. This is grounded in that the benefits are not clarified. Statoil s approach to expatriation compared to the informants paths gives indications that the organization pushes the international out of the national organization, grounded in lack of international competence transaction and utilization. This is also discussed to create a distance between the international and national part of the organization. It is pointed out that Statoil facilitate for the expat need to gain international experience and development, as well as their own need for task performance and knowledge transfer. They do not however, facilitate for their future need of establishing a global mindset that would lead to international willingness. As a result the global is something that is performed in Statoil, rather than a description of what the company is.