Remuneration may be viewed as more than merely a cost in doing business. It may be used as a motivational tool to help achieve a multitude of strategic goals. Within the global context, effective use of this tool requires addressing not only motivational factors but also cultural factors. In this thesis, factors are considered within a multinational corporate framework and within a Cultural Remuneration Model. The model defines corporate culture, professional culture, national culture and individualcharacteristics as factors influencing employee values associated with remuneration preferences.A strategically aligned, motivated workforce may result when this type ofremuneration analysis leads to the design of remuneration programs that takeinto account national culture influence.