The overall purpose of this thesis is to gain a better understanding of the internationalization readiness process of firms, by identifying and describing and its components. In order to reach the purpose of this thesis a case study of four Swedish SMEs has been conducted, namely: MaxiGrip AB, Playsay AB, Flano Design AB and KOTP. Face-to-face interviews were carried out with the main decision makers within the firms. The theoretical framework involves a description of different internationalization theories, such as the transaction cost approach, the traditional “stage” model, the network approach and the international entrepreneurship approach. Based on these four internationalization theories has the traditional “stage” model been chosen to function as a theoretical foundation for the analysis. In the analysis the theoretical framework is related to the results of the empirical study. The barriers faced by firms prior to internationalization are discussed and analysed, as well as theimportance of each barrier, resulting in internal barriers being regarded of greater importance. The decision maker’s role and influence during the process is described as highly influential. The key success factors enabling the internationalization readiness process of firms are identified and discussed, namely: vision and international outlook of decision makers, having a unique offering, the availability of time and vast industry knowledge. It is concluded that a firm is able to achieve internationalization readiness by fulfilling a certain criteria, which has been the result of the combination of both theory and empirical data. Resulting in the decision maker being at the center of the process. While, the internal stimuli of industry knowledge and product uniqueness are the two main influencers combined with time  and commitment. At last, both theoretical and managerial implications are presented, ending this paper with the limitations and suggestions for further research.

In our master thesis “Fashionable strategies” we analyze the internationalization processof small and medium sized Nordic Fashion companies. In our study we conducted aquantitative survey and qualitative in-depths interviews to shed light on the topic. We usehereby an iterative research strategy through the triangulation analysis method as researchapproach. The combination of methodologies and perspectives allowed us to analyze ourtheoretical framework and the research questions in a favorable manner. The researchquestions we aim to investigate in our study were the following:· What are the reasons for the small and medium sized Nordic fashion companies wheninternationalizing, and what are the strategies the companies use hereby?· What influences the small and medium sized Nordic fashion companies in their choiceof strategy and market to enter?· Which barriers of entry and problems do the small and medium sized Nordic fashioncompanies see as critical in their internationalization process and how do theyovercome these issues?In the research we especially took a look at the following areas that we found mainlyimportant for fashion companies in their internationalization process: The reasons forexpanding, the choice of market, the entry modes that are used and barriers and problemsthat occur in the process. We take a view on the theoretical models of the Uppsala Model,Helsinki model, Revised Uppsala model and Born-Global Theory to explain the strategiesbehind the small and medium sized Nordic fashion companies.We see that the growth of the company and the profit increase are the main reasons for theNordic fashion companies when expanding their business. The entry modes used by thecompanies are agents and distributors, and when choosing the markets the fashioncompanies are contact-driven and focusing first on markets that have a rather smallerdistance to their own domestic market. The problems the companies have to overcome arecosts of entry, cash-flow and invoice payments which are all related to financial issues.We believe that our study has contributed with new information to the research field ofinternationalization concerning small medium fashion companies in the Nordic countries.

Increasing globalization and decreasing trade barriers have created opportunities for Swedish companies to establish their activities in India. The aim with this dissertation is to explore if Swedish SMEs in the service sector follow the process suggested by the Uppsala Internationalization Model when establishing their activities in India. In order to find out if Swedish SMEs in the service sector follow the process suggested by the Uppsala Internationalization Model, a multiple case study was conducted, adopting a qualitative approach. Three Swedish SMEs in the IT industry, that have successfully established their activities on the Indian market, were interviewed. The results indicate that none of the companies in this study followed the internationalization process suggested by the Establishment Chain and the Psychic Distance. However, the examined companies in this study internationalized as suggested by the Basic Mechanism of Internationalization. There is limited research on the internationalization processes of Swedish SMEs in the service sector when entering the Indian market. Subsequently, this study has contributed theoretically to exploring what factors are of importance for Swedish SMEs in the service sector when entering India. Furthermore, it has possibly contributed to the initial step of further research within the field of SMEs internationalization processes, should further research be conducted involving various internationalization models. In addition, this study has contributed by strengthening the existing research regarding the Uppsala Internationalization Model. A suggestion to future research is to explore various existing internationalization models and to investigate what aspects of each model is applicable to Swedish SMEs.

It is possible watch the international evolutionary process of education policies that has manifested in different levels and intensities according to the countries and regions (Akkari, 2011). Such educational changes have resulted in large school restructuring that affect and are affected worldwide (Akkari, 2011). In this context, this study aimed to analyze the internationalization practices promoted by the Federal University of Santa Maria, identifying the reasons that stimulate this process, as well as the organizational and programmatic actions and strategies used to internationalization, based on the theoretical model of Knight (2004). Therefore, a qualitative/descriptive research was carried out, which has as analysis unit, the Graduate Programs with concepts 6 and 7, evaluated by CAPES, which already have significant international performance. The first stage of data collection was a desk study of information available on the institution website. In the second phase, interviews were conducted with (6) six professionals who participated directly or indirectly of the university's internationalization process, using as a basis for the interviews the Miura s screenplay (2006). The analysis of results presented in this study revealed that the UFSM, although develop the internationalization with a growing number of students and teachers in academic mobility and a significant number of agreements with foreign institutions and associations with foreign groups, still has weaknesses in its organizational and program strategies, requiring institutionalize internationalization policies in the culture of the institution. / É possível observar o processo evolutivo internacional das políticas educacionais que vem se manifestando em diferentes níveis e intensidades de acordo com os países e as regiões (AKKARI, 2011). Tais mudanças educacionais têm resultado em grandes reestruturações escolares que afetam e são afetadas mundialmente (AKKARI, 2011). Diante desse contexto, este estudo teve como objetivo analisar as práticas de internacionalização promovidas pela Universidade Federal de Santa Maria, identificando as razões que estimulam esse processo, assim como as ações e estratégias organizacionais e programáticas utilizadas para internacionalização, com base no modelo teórico de Knight (2004). Para tanto, realizou-se uma pesquisa qualitativa, de natureza descritiva, tendo como unidade de análise os Programas de Pós-Graduação com conceitos 6 e 7, avaliados pela Capes, os quais já apresentam significativo desempenho internacional. A primeira etapa da coleta de dados constituiu um estudo documental de informações disponíveis no site da instituição. Na segunda etapa, foram efetuadas entrevistas com 6 (seis) profissionais que participaram, direta ou indiretamente, do processo de internacionalização da universidade, utilizando como base para as entrevistas o roteiro de Miura (2006). A análise dos resultados apresentados neste estudo revelou que a UFSM, embora desenvolva a internacionalização com um crescente número de estudantes e professores em mobilidade acadêmica e um significativo número de convênios com instituições estrangeiras e associações com grupos estrangeiros, ainda apresenta fragilidades em suas estratégias organizacionais e programáticas, necessitando institucionalizar políticas de internacionalização na cultura da instituição.

A expatriação é um processo corrente na condução dos negócios internacionais, auxiliando na interface e no alinhamento de políticas e práticas da Gestão de Recursos Humanos (GRH) com a estratégia empresarial, tendo, pois, importância na sua expansão global. A principal contribuição do presente estudo é explorar o processo de expatriação na perspectiva estratégica, destacando a importância de seu planejamento, a fim de contribuir para a consecução dos objetivos globais da organização. Defende-se que a internacionalização de uma empresa requer a presença de expatriados, sobretudo no início deste processo; estando a expatriação, portanto, relacionada com a maturidade da internacionalização da organização. Objetiva-se, portanto, analisar a influência da expatriação na estratégia de internacionalização de empresas portuguesas e brasileiras, por meio de um estudo de casos múltiplos. Ela se constitui em estudo qualitativo, no qual a coleta de dados ocorreu por meio de um roteiro semiestruturado, contemplando 30 entrevistas. Na análise de dados, foi utilizado o software Max-Qda (2007) para auxiliar a organização das categorias de análise, baseada na técnica de análise de conteúdo. As entrevistas e o referencial teórico foram a base para entender o desenvolvimento da GRH, possibilitando discorrer sobre cada etapa de amadurecimento da GRH, bem como identificar as principais políticas e práticas que fazem parte do processo de expatriação, o que também foi mapeado na concepção de três etapas relacionadas. Verificouse existirem diferenças no amadurecimento internacional e na gestão de expatriados das duas empresas investigadas, em função dos objetivos propostos para esse processo, sendo possível afirmar que, de modo geral, as empresas portuguesas pesquisadas estão mais internacionalizadas que as brasileiras estudadas. A empresa portuguesa Plástico entende que a expatriação já está incorporada em seu cotidiano, não sendo um processo glamouroso, fato presente na empresa brasileira Elétrica, na qual os expatriados são tratados como pessoas ‘escolhidas’ para representá-la. As configurações de empregados levantados no contexto internacional foram de temporário, expatriado, repatriado e impatriado, na empresa brasileira; e temporários/ equipe de apoio, expatriado e cidadão do mundo, na empresa portuguesa. Em ambas as empresas, a expatriação está atrelada ao amadurecimento internacional, mesmo que seja no início da internacionalização. Conforme houve o amadurecimento internacional da empresa portuguesa, os expatriados assumiram a configuração de expatriado permanente e de equipe de apoio, pois são expatriados prontos para iniciar uma operação de uma nova unidade. Para a empresa brasileira, o amadurecimento internacional ocorreu no aprendizado dos repatriados (de melhorar as políticas e práticas para reter esses empregados) e de receber impatriados. Em relação à internacionalização, a empresa Plástico tem uma perspectiva global com uma perspectiva metanacional, enquanto a empresa Elétrica apresenta uma estrutura de multinacional, almejando ser uma corporação global, com algumas áreas estruturadas globalmente. A expatriação tem caráter dinâmico, inclusive pela movimentação internacional que muda rapidamente, influenciando as empresas de maneira tão fluída que, por vezes, nem as próprias empresas percebem as próprias mudanças. A quantidade de expatriação, no conceito corrente – empregado enviado por uma empresa para viver e trabalhar em outro país por dois ou mais anos (CALIGIURI, 2000) –, diminui conforme a empresa amadurece internacionalmente. A literatura existente sobre esse tema é limitada e não contempla a dinamicidade do processo. No atual cenário global, aumenta o número de pessoas que nascem em determinado país e são criadas e alfabetizadas em outro, configurando uma nova geração de empregados: aqueles que já são formados por diversas culturas e não pertencem a um único país ou a uma única cultura; são cidadãos do mundo, antes mesmo de entrarem nas organizações, cabendo, pois, a essas organizações repensarem a concepção de expatriado. / Expatriation is a common process in the conduct of international business, assisting in the interface and alignment of policies and practices of Human Resource Management (HRM) with the business strategy, and therefore important in its global expansion. The main contribution of this study is to explore the expatriation process in a strategic perspective, emphasizing the importance of its planning in order to contribute to achieving the overall objectives of the organization. It is argued that the internationalization of a company requires the presence of expatriates, especially at the beginning of this process; hence, expatriation is related to the maturity of the organization's internationalization. The objective, therefore, is to analyze the influence of expatriation in the strategy of internationalization of Portuguese and Brazilian companies, from a comparative case study point of view. It is constituted by a qualitative study, in which data was collected through semi-structured interviews, totaling 30 people interviewed. Also, we used the software Max- Qda (2007) in the data analysis to assist in the organization of categories of analysis based on the content analysis technique. Finally, the interviews and the theoretical framework were the basis for understanding the development of HRM, being possible to explain each maturation stage of HRM and to raise the main policies and practices that are part of the expatriation process, which is also mapped in the design of three related steps. In few words, there are differences in the international maturity and the management of expatriates of both companies analyzed, largely because of the objectives of the latter process, being possible to say that, in general, the Portuguese companies analyzed are more internationalized than the Brazilian ones. The Portuguese company Plástico understands that expatriation is already incorporated into their daily lives and it is not a glamorous process. In other perspective, this process is glamorized in the Brazilian company Elétrica, in which expatriates are treated as 'chosen' people to represent it. The settings of employees raised in the international context were temporary employee, expatriate, repatriate and impatriate, concerning the Brazilian company; and temporary/support staff, expatriate and citizen of the world, concerning the Portuguese company. In both cases, expatriation is strongly linked to international maturation, even if it is in the beginning of the process. According to the progress of international maturation, expatriates took the configuration of permanent expatriate and support staff, since they were ready to start an operation of a new unit. For the Brazilian company, the international maturation occurred in the learning of returnees (to improve policies and practices to retain these employees) and receiving impatriates. Regarding the internationalization, Plástico has a global approach with meta-national perspective while, on the other hand, Elétrica has a multinational structure, aiming to be a global corporation with some areas globally structured. The expatriation has a dynamic character, partially because of the international movement rapidly changing, influencing companies in a fluid way that sometimes even the companies do not perceive their changes. The amount of expatriation, in the current concept - employee sent by a company to live and work in another country for two or more years (CALIGIURI, 2000) - decreases as the company internationally matures. The existing literature on this topic is limited and do not consider the dynamics of the process. In the current global scenario, the number of people born in a particular country and created or literate in another increases, setting a new generation of employees: those who are already formed by different cultures and do not belong to a single country or a single culture. These employees are citizens of the world even before entering the organizations, leaving these organizations to rethink the concept of expatriate.

A expatriação é um processo corrente na condução dos negócios internacionais, auxiliando na interface e no alinhamento de políticas e práticas da Gestão de Recursos Humanos (GRH) com a estratégia empresarial, tendo, pois, importância na sua expansão global. A principal contribuição do presente estudo é explorar o processo de expatriação na perspectiva estratégica, destacando a importância de seu planejamento, a fim de contribuir para a consecução dos objetivos globais da organização. Defende-se que a internacionalização de uma empresa requer a presença de expatriados, sobretudo no início deste processo; estando a expatriação, portanto, relacionada com a maturidade da internacionalização da organização. Objetiva-se, portanto, analisar a influência da expatriação na estratégia de internacionalização de empresas portuguesas e brasileiras, por meio de um estudo de casos múltiplos. Ela se constitui em estudo qualitativo, no qual a coleta de dados ocorreu por meio de um roteiro semiestruturado, contemplando 30 entrevistas. Na análise de dados, foi utilizado o software Max-Qda (2007) para auxiliar a organização das categorias de análise, baseada na técnica de análise de conteúdo. As entrevistas e o referencial teórico foram a base para entender o desenvolvimento da GRH, possibilitando discorrer sobre cada etapa de amadurecimento da GRH, bem como identificar as principais políticas e práticas que fazem parte do processo de expatriação, o que também foi mapeado na concepção de três etapas relacionadas. Verificouse existirem diferenças no amadurecimento internacional e na gestão de expatriados das duas empresas investigadas, em função dos objetivos propostos para esse processo, sendo possível afirmar que, de modo geral, as empresas portuguesas pesquisadas estão mais internacionalizadas que as brasileiras estudadas. A empresa portuguesa Plástico entende que a expatriação já está incorporada em seu cotidiano, não sendo um processo glamouroso, fato presente na empresa brasileira Elétrica, na qual os expatriados são tratados como pessoas ‘escolhidas’ para representá-la. As configurações de empregados levantados no contexto internacional foram de temporário, expatriado, repatriado e impatriado, na empresa brasileira; e temporários/ equipe de apoio, expatriado e cidadão do mundo, na empresa portuguesa. Em ambas as empresas, a expatriação está atrelada ao amadurecimento internacional, mesmo que seja no início da internacionalização. Conforme houve o amadurecimento internacional da empresa portuguesa, os expatriados assumiram a configuração de expatriado permanente e de equipe de apoio, pois são expatriados prontos para iniciar uma operação de uma nova unidade. Para a empresa brasileira, o amadurecimento internacional ocorreu no aprendizado dos repatriados (de melhorar as políticas e práticas para reter esses empregados) e de receber impatriados. Em relação à internacionalização, a empresa Plástico tem uma perspectiva global com uma perspectiva metanacional, enquanto a empresa Elétrica apresenta uma estrutura de multinacional, almejando ser uma corporação global, com algumas áreas estruturadas globalmente. A expatriação tem caráter dinâmico, inclusive pela movimentação internacional que muda rapidamente, influenciando as empresas de maneira tão fluída que, por vezes, nem as próprias empresas percebem as próprias mudanças. A quantidade de expatriação, no conceito corrente – empregado enviado por uma empresa para viver e trabalhar em outro país por dois ou mais anos (CALIGIURI, 2000) –, diminui conforme a empresa amadurece internacionalmente. A literatura existente sobre esse tema é limitada e não contempla a dinamicidade do processo. No atual cenário global, aumenta o número de pessoas que nascem em determinado país e são criadas e alfabetizadas em outro, configurando uma nova geração de empregados: aqueles que já são formados por diversas culturas e não pertencem a um único país ou a uma única cultura; são cidadãos do mundo, antes mesmo de entrarem nas organizações, cabendo, pois, a essas organizações repensarem a concepção de expatriado. / Expatriation is a common process in the conduct of international business, assisting in the interface and alignment of policies and practices of Human Resource Management (HRM) with the business strategy, and therefore important in its global expansion. The main contribution of this study is to explore the expatriation process in a strategic perspective, emphasizing the importance of its planning in order to contribute to achieving the overall objectives of the organization. It is argued that the internationalization of a company requires the presence of expatriates, especially at the beginning of this process; hence, expatriation is related to the maturity of the organization's internationalization. The objective, therefore, is to analyze the influence of expatriation in the strategy of internationalization of Portuguese and Brazilian companies, from a comparative case study point of view. It is constituted by a qualitative study, in which data was collected through semi-structured interviews, totaling 30 people interviewed. Also, we used the software Max- Qda (2007) in the data analysis to assist in the organization of categories of analysis based on the content analysis technique. Finally, the interviews and the theoretical framework were the basis for understanding the development of HRM, being possible to explain each maturation stage of HRM and to raise the main policies and practices that are part of the expatriation process, which is also mapped in the design of three related steps. In few words, there are differences in the international maturity and the management of expatriates of both companies analyzed, largely because of the objectives of the latter process, being possible to say that, in general, the Portuguese companies analyzed are more internationalized than the Brazilian ones. The Portuguese company Plástico understands that expatriation is already incorporated into their daily lives and it is not a glamorous process. In other perspective, this process is glamorized in the Brazilian company Elétrica, in which expatriates are treated as 'chosen' people to represent it. The settings of employees raised in the international context were temporary employee, expatriate, repatriate and impatriate, concerning the Brazilian company; and temporary/support staff, expatriate and citizen of the world, concerning the Portuguese company. In both cases, expatriation is strongly linked to international maturation, even if it is in the beginning of the process. According to the progress of international maturation, expatriates took the configuration of permanent expatriate and support staff, since they were ready to start an operation of a new unit. For the Brazilian company, the international maturation occurred in the learning of returnees (to improve policies and practices to retain these employees) and receiving impatriates. Regarding the internationalization, Plástico has a global approach with meta-national perspective while, on the other hand, Elétrica has a multinational structure, aiming to be a global corporation with some areas globally structured. The expatriation has a dynamic character, partially because of the international movement rapidly changing, influencing companies in a fluid way that sometimes even the companies do not perceive their changes. The amount of expatriation, in the current concept - employee sent by a company to live and work in another country for two or more years (CALIGIURI, 2000) - decreases as the company internationally matures. The existing literature on this topic is limited and do not consider the dynamics of the process. In the current global scenario, the number of people born in a particular country and created or literate in another increases, setting a new generation of employees: those who are already formed by different cultures and do not belong to a single country or a single culture. These employees are citizens of the world even before entering the organizations, leaving these organizations to rethink the concept of expatriate.

Esta pesquisa promove uma discussão sobre os critérios de desempenho na internacionalização de serviços de design, a partir de um estudo exploratório sobre o desempenho de escritório de design, chamados na literatura de KIBS, knowledge intensive business services (MILES et al., 1995; DEN HERTOG, 2000; TOIVONEN, 2004, 2006; MULLER; DOLOREUX, 2007), que tem tido notável relevância como players no cenário internacional (ABECASSIS- MOEDAS, 2012; TOIVONEN, 2004, 2006; HALLDIN, 2010). A literatura tradicional sobre internacionalização, com suas diversas teorias, não contempla especificamente desempenho na internacionalização de empresas de serviços, e neste sentido, foi necessária a validação dos critérios de avaliação de desempenho em internacionalização de serviços com especialistas. Determina-se como objetivo geral avaliar o desempenho de escritórios de design em seu processo de internacionalização e assim realizou-se um estudo qualitativo com seis especialistas de mercado e nove incubados da incubadora Start Line no segundo semestre de 2016. Verifica-se que indicadores comportamentais são determinantes na avaliação do processo de internacionalização de escritórios de design, e que empresas born global tem mais rapidez na sua expansão internacional, bem como uma rentabilidade superior em pouco tempo de atividade. Recomenda-se a validação destes indicadores com KIBS de outros ramos de atividade, pois é um setor carente de literatura sobre internacionalização. / This research promotes a discussion about performance criteria in the internationalization of design services, based on an exploratory study about incubated design offices, a service that in the literature is known as, knowledge intensive business services or KIBS (MILES et al, 1995), which have had relevance in the international scenario (ABECASSIS-MOEDAS, 2012; TOIVONEN, 2004, 2006, HALLDIN, 2010). Traditional internationalization literature, with its various theories, does not specifically study performance in the internationalization of service companies, and in this sense, it was necessary to validate the performance evaluation criteria in internationalization of services with specialists. The main objective of this research is to evaluate performance of design offices in its internationalization process,and thus a qualitative study was carried out with six market specialists and nine incubators from the Start Line incubator in the second half of 2016. It has been found that behavioral indicators are decisive in the evaluation of the internationalization process of design offices, and that born global companies are faster in its international expansion, as well as having superior profitability in a short time of activity. It is recommended to validate these indicators with KIBS from other branches of activity, since it is a sector lacking literature on internationalization.

With increased globalization and change in the educational structure, university internationalization has increased with the aim to better serve the society and connect institutions. Collaborations between universities and businesses have also become more common due to globalization and the shift in educational structure to serve society not only on an academic level. However, as internationalization is mostly regarded as an activities’ based approach, apparently there has been no theoretical or empirically explored propositions about the possibility of university internationalization through collaboration with industry. Therefore, this thesis’ purpose is to identify the set of factors that differentiate a regular internationalization approach from the one through collaboration with industry and thereby showing the relationship between university internationalization and university-business collaboration. A qualitative and inductive research approach was used through adopting a single case study of Linköping University’s internationalization in Brazil through its collaboration with Saab as an industry, which was done through collecting data from semi-structured interviews. The empirical findings confirmed that university internationalization through collaboration with industry is possible. Consequently, a model was developed that identified the differences between the two approaches and concludes by showing how university internationalization and university-business collaboration are linked.

Previous research has underlined the importance of the connection between the increase of globalization and the increase of terrorism. Furthermore, previous research has made a distinction between direct and indirect effects and the impact the latter has on firms in an international context. However, the research conducted on the subject is implicit thus this thesis has emphasized on the inconclusive parts to explicitly display the relationship. The purpose of this study is to see the implications of terrorism in relation to international business regarding internationalization and risk management resulting in a guideline for Swedish firms entering less developed countries. To acquire a deeper understanding, various parts relevant to the subject was included and analyzed. A qualitative research method was used in order to obtain in-depth insights of great value on how terrorism affects international business and how Swedish firms adapts to it. By doing so and connecting the findings to theory, we were able to see patterns which led to our conclusion. The results made from this study highlighted the importance of preparedness for firms entering less developed countries, including terrorism as a factor to consider while assessing risks. Furthermore, it also showed that Swedish firms prospecting less developed countries are formatting entering strategies suitable for that market with this in mind, as well as de-internationalization if struck by terroristic events.

Esta pesquisa promove uma discussão sobre os critérios de desempenho na internacionalização de serviços de design, a partir de um estudo exploratório sobre o desempenho de escritório de design, chamados na literatura de KIBS, knowledge intensive business services (MILES et al., 1995; DEN HERTOG, 2000; TOIVONEN, 2004, 2006; MULLER; DOLOREUX, 2007), que tem tido notável relevância como players no cenário internacional (ABECASSIS- MOEDAS, 2012; TOIVONEN, 2004, 2006; HALLDIN, 2010). A literatura tradicional sobre internacionalização, com suas diversas teorias, não contempla especificamente desempenho na internacionalização de empresas de serviços, e neste sentido, foi necessária a validação dos critérios de avaliação de desempenho em internacionalização de serviços com especialistas. Determina-se como objetivo geral avaliar o desempenho de escritórios de design em seu processo de internacionalização e assim realizou-se um estudo qualitativo com seis especialistas de mercado e nove incubados da incubadora Start Line no segundo semestre de 2016. Verifica-se que indicadores comportamentais são determinantes na avaliação do processo de internacionalização de escritórios de design, e que empresas born global tem mais rapidez na sua expansão internacional, bem como uma rentabilidade superior em pouco tempo de atividade. Recomenda-se a validação destes indicadores com KIBS de outros ramos de atividade, pois é um setor carente de literatura sobre internacionalização. / This research promotes a discussion about performance criteria in the internationalization of design services, based on an exploratory study about incubated design offices, a service that in the literature is known as, knowledge intensive business services or KIBS (MILES et al, 1995), which have had relevance in the international scenario (ABECASSIS-MOEDAS, 2012; TOIVONEN, 2004, 2006, HALLDIN, 2010). Traditional internationalization literature, with its various theories, does not specifically study performance in the internationalization of service companies, and in this sense, it was necessary to validate the performance evaluation criteria in internationalization of services with specialists. The main objective of this research is to evaluate performance of design offices in its internationalization process,and thus a qualitative study was carried out with six market specialists and nine incubators from the Start Line incubator in the second half of 2016. It has been found that behavioral indicators are decisive in the evaluation of the internationalization process of design offices, and that born global companies are faster in its international expansion, as well as having superior profitability in a short time of activity. It is recommended to validate these indicators with KIBS from other branches of activity, since it is a sector lacking literature on internationalization.