Corporate Culture Management Incentives and Bonus Programs PUMA promotes a corporate culture in which processes are used only as means to an end, as traditional conceptual approaches are combined with the unconventional and work is meant to be fun.  PUMA strives to further develop the company through the advancement of shared values that are in concert with the brand personality. These shared values can be summed up in four  concepts: Passion, Openness, Self-belief and Entrepreneurship. PUMA supports and promotes communication beyond cultural borders and it creates the preconditions which foster creativity, understanding, social competence and flexibility. With the help of a decentralized system of corporate management, PUMA can In 1996, PUMA introduced a Management Incentive Plan for the Board of Management and the Management of PUMA AG and its subsidiaries. The current remuneration system of Management includes bonus agreements as well as share-based payment schemes with long-term incentive effects as a variable  remuneration component. Our goal is to recognize and promote the performance and achievement potential of each employee. To this end, periodic performance appraisal meetings are held between supervisors and employees for evaluating work performance with discussion and agreement on the goals for the future. react flexibly to changes on the market and thus continue to  follow its guiding corporate mission of being ”the first truly  virtual sporting goods company”. Moreover, the internal and external networking of employees and customers is effectively expanded through the use of state-of-the-art technology, thus creating the foundation for further growth.  33 Foreword | Mission |  Management Report  | Share | Marketing | Consolidated Financial Statements - IFRS - | Report of Supervisory Board | Board of Management