Company: MVNC
Filing Date: 2025-01-21
Form Type: DEF 14C
Source: 0001683168-25-000446
Chunk: 14

Company: Marvion Inc.
Filing Date: 2025-01-21
Form: DEF 14C
Chunk 14
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 and long-term performance periods, caps on performance-based award schedules and financial metrics with individual factors and Board and management discretion. |

Employee, Director and Officer Hedging

We have not adopted any practice
or policy regarding the ability of our employees (including officers) or directors, or any of their designees, to purchase financial instruments
(including prepaid variable forward contracts, equity swaps, collars, and exchange funds), or otherwise engage in transactions, that hedge
or offset, or are designed to hedge or offset, any decrease in the market value of our equity securities. As such, our employees, officer,
directors or their designees are generally permitted to engage in these transactions.

Code of Conduct

We have not yet adopted a code
of ethics that applies to our principal executive officer, principal financial officer principal accounting officer or controller in light
of our Company’s current stage of development. We expect to adopt a code of ethics in the near future.

| 8 |

<div align='center'>COMPENSATION DISCUSSION AND ANALYSIS</div>

Compensation Philosophy and Objectives

Our executive compensation philosophy
is to create a long-term direct relationship between pay and our performance. Our executive compensation program is designed to provide
a balanced total compensation package over the executive’s career with us. The compensation program objectives are to attract, motivate
and retain the qualified executives that help ensure our future success, to provide incentives for increasing our profits by awarding
executives when corporate goals are achieved and to align the interests of executives and long-term stockholders. The compensation package
of our named executive officers consists of two main elements:

| 1. | base salary for our executives that is competitive relative to the market, and that reflects individual performance, retention and other relevant considerations; and |
| 2. | discretionary bonus awards payable in cash and tied to the satisfaction of corporate objectives.                                                                      |

Process for Setting Executive Compensation

Until such time as we establish
a Compensation Committee, our Board is responsible for developing and overseeing the implementation of our philosophy with respect to
the compensation of executives and for monitoring the implementation and results of the compensation philosophy to ensure compensation
remains competitive, creates proper incentives to enhance stockholder value and rewards superior performance. We expect to annually review
and approve for each named executive officer, and particularly with regard to the Chief Executive Officer, all components of the executive’s
compensation. We process and factors (including individual and corporate performance measures and actual performance versus such measures)
used by the Chief Executive