A.Limiting performance evaluations to financial metrics

B.Standardizing goals across all regions without variation

C.Implementing uniform metrics that ignore regional variations

D.Enabling alignment of regional and individual goals with overall organizational objectives while accommodating cultural differences

A.Limiting adjustments based on role-specific requirements

B.Ignoring host-country economic conditions for simplicity

C.Ensuring that all employees receive identical salaries regardless of location

D.Aligning base pay with both local market rates and organizational goals to attract top talent in each region

A.Work-life balance expectations vary significantly across cultures and can influence job satisfaction and productivity

B.Work-life balance programs are only valued in developed markets

C.Work-life balance has no impact on employee retention

D.Work-life programs are primarily for senior-level employees

A.Focusing rewards solely on high-performing regions

B.Maintaining identical compensation levels across regions

C.Ensuring compliance with only home-country employment laws

D.Balancing consistency in global standards with local adaptability

A.Managing differing regional tax treatments and incentive expectations

B.Setting variable pay only for host-country nationals

C.Ensuring that variable pay is equivalent across all countries

D.Aligning variable pay with home-country salary structures