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A global company is reviewing its "variable pay program" for non-executive employees. Which of the following is a primary challenge in implementing this program?
A. Standardizing payouts for all employees
B. Ensuring variable pay aligns with local market expectations, regulatory requirements, and cultural values
C. Limiting variable pay only to executive employees
D. Reducing the influence of cultural differences on payouts
Answer: B
NEW QUESTION # 19
When considering "social security" benefits in different countries, what is a significant factor for a global company to address?
A. Exempting expatriates from host-country social security systems
B. Ensuring all employees contribute only to home-country social security
C. Adapting to each country's unique social security requirements and contribution levels
D. Standardizing social security contributions across all locations
Answer: C
NEW QUESTION # 20
Which of the following best describes a "localization" approach in expatriate compensation?
A. Matching expatriate compensation to host-country market rates with additional benefits tailored to local conditions
B. Avoiding cost-of-living adjustments in the host country
C. Providing expatriates with benefits solely based on their home-country standards
D. Limiting expatriate pay to a standard global structure
Answer: A
NEW QUESTION # 21
In a global total rewards framework, why is the consideration of "work-life balance" important for multinational companies?
A. Work-life balance has no impact on employee retention
B. Work-life programs are primarily for senior-level employees
C. Work-life balance programs are only valued in developed markets
D. Work-life balance expectations vary significantly across cultures and can influence job satisfaction and productivity
Answer: D
NEW QUESTION # 22
In a "cross-border merger" situation, why is the integration of human resources (HR) critical to the success of the merger?
A. HR can enforce standardized policies without adapting to cultural differences
B. HR primarily focuses on post-merger restructuring activities
C. HR has minimal impact on cross-border mergers and acquisitions
D. HR is responsible for creating alignment between differing organizational cultures, compensation structures, and employee expectations
Answer: D
NEW QUESTION # 23
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