For example, a woman completely capable of accepting superior responsibility or moving to a new location to take charge of a division is hardly successful and handed over what she deserves. It is been seen that women subordinates have better relationship with female managers compared to male managers, and this relationship have also been reported to decide their international assignments (Varma et.al 2000). In an interesting research Adler (1984) found out that more than half of the companies that participated in the research said that, they don’t send women for international assignments because they feel that women encounter more prejudice than men and they often fail in such assignments. However, in another research, women are reported to be more successful than men in international assignments (Adler 1987). Women are mostly not promoted to higher positions in an organization, but tend to remain at a stagnated level of growth. Part of the reason for this could be that there is an evident practice of discrimination among expatriates in developing countries which often lack legal protection which is easily available in developed country. This in turn can cause much frustration since there are no career development opportunities and no support even if she is capable. This has much to do with the cultural value and the social structure that society has developed towards women. The centuries old belief that women are inferior to men in all respects still has its existence in the daily decisions that are taken in corporate meeting rooms.