What is the downside of the following statements? Cultural Sensitivity and Misinterpretation: Different countries have distinct cultural norms and values influencing workplace behavior and performance assessment. For instance, direct criticism or confrontation may be avoided in some cultures, leading to more nuanced feedback. Conversely, in other cultures, directness is appreciated and expected. A standardized performance management system may not account for these cultural differences, leading to misinterpretation of feedback and possibly demotivation. Varied Legal and Ethical Standards: Countries with different legal frameworks regarding employee rights and performance management. A one-size-fits-all approach may inadvertently violate local labor laws or ethical standards, leading to legal complications or employee dissatisfaction.

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