Business managers, globally sales executives operating worldwide, representing brands and good reputation of international companies are a special group of staff needing especially flexible working conditions to do their job all over the world. The evaluation and rewarding of their performance is globally linked to achieving business targets. How evaluate results of all involved staff working on different international markets as one set of so many variants and criteria with ensuring transparency, objectivity and fairness? The solution is found in multiple attribute decision methods (MADM). The aim of the paper is to evaluate a group of salesforce staff making international business world-wide by using MADM to identify and reward the best sales executives and at the same time manage to make them to feel be valued for their well-done work, efforts and achievements. Two methods of multiple attribute decision making were used for this evaluation – the Technique for Order of Preference by Similarity to Ideal Solution (TOPSIS) and the Weighted Sum Approach (WSA). The results of both methods were compared and the more suitable method for this universal application practicable world-wide in terms of the processing complexity and the user friendliness was chosen and recommended. The bonus scheme is based on a healthy competition for sales executives, on a motivation to grow up and gain better results to get additional special bonus beyond the standard rewards for meeting performance targets. Part of this papers is the proposal of flexible bonuses for reached positions in the ranking of evaluated employees.

Research background: As a universal rule applicable worldwide, the salary satisfaction and employees´ financial well-being, in general, are ones of key drivers in ensuring corporate business goals and performance in global markets. Purpose of the article: The aim is to find out how sales executives are satisfied with their financial well-being and earnings gained in one international company making business worldwide. The analyzed company needs to support sales executives´ motivation to meet sales goals and positively influence their engagement in making business all over the world, and thus globally improve corporate performance. Methods: The methodology of the procedure begins with the formulation of research questions. Subsequently, a questionnaire is compiled, the basic and sample of respondents are identified, and a questionnaire survey is conducted. The processing of the obtained data is performed using statistical methods (software IBM SPSS statistics) when the results are processed using frequency and contingency tables, graphs, and verbal description. The final step is answering research questions. Findings & Value added: The data include general sales executives´ reward attitudes, their subjective feelings, and opinions if their pays reflect their sales performance in international business or not. Such survey usefully provides relevant information to competent decision-makers about sales executives´ financial satisfaction and well-being and gives them a good background to ensure that payment will be in such a competitive level of market price that will attract and retain the people the organization needs for retaining current global business operations and for searching new business challenges around the world.

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The aim of this article is to find out if in the analyzed company there exists a pay discrimination between women and men. If so, how big it is and what impact it has on real salaries. In the analyzed company the survey was focused on the salaries´ differentiation of random sample of 30 women and 30 men working on the same or similar positions, enrolled in the same pay scales and working full time. The prerequisite for the distribution of salaries in the population was a normal distribution. The construction of two-sided confidence interval for estimating salary variation in the population was based on ꭓ2 distribution and give us a reply on the question at what interval the standard deviation of salaries in the population of all men and women in the company can be expected with 95% probability. For this purpose, there was used the estimate of variance of the population. Findings show a still occurring gender pay gap.

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