Milestone Activity #3 Assume your organization is expanding and wants to open a sales office overseas. What compensation factors would be a concern? List at least 2 examples and explain your choices. Your organization hopes to move some of the existing employees into some of the overseas job openings. What might the organization do to motivate existing employees into accepting the new position? List at least 2 examples and explain your choices. Be specific.

Compensation and Benefits to Employees Student’s Name Institutional Affiliation Course Name and Number Instructor’s Name Date of Submission Compensation and Benefits to Employees The sales expansion to the international market and opening a sales office necessitates the consideration of a few compensation factors. The cost-of-living adjustment (COLA) represents the first point of focus. Transferring employees to a place with a much higher cost of living could affect their financial status and general well-being (Hill, 2022). Hence, the provision of COLA makes employees feel that their pay is equitable to meet their new standard of living expenses in the new foreign setting. This adjustment accounts for their living costs being higher than currently in housing, transportation, and the essential items they need. Furthermore, currency exchange fluctuations are a severe problem in international compensation planning. If workers are paid in their home currency, but when working abroad, it can become unstable due to the exchange rate volatility (Maley ...