Answer two questions from Question block B

How can the firm communicate to the geographically dispersed executives the need to acquire and maintain those management competencies that have been defined in the competency set $($in folder three$)?$

Would a purely competency$-$based pay system be somehow more flexible?

But then again, what about the standardization Healthcare has just achieved through standardizing the job descriptions across units?

How would Wolfgang take these three competency categories and use them to develop a series of measurable, behavioral indicators to be used to assess an executive's contributions to Healthcare? In what sense should these new behavioral indicators be customized to local $($regional$)$ contexts? How can Wolfgang go about this process to ensure a balance of organizational standardization and local relevance?