The biggest problem with this company (besides corrupt, inbred, incestuous, arrogant, no-listening, know-it-all management) is that the system for rewards and recognition is messed up. It's been this way forever, and everyone knows it, but it benefits the precious few, and would be too much work to implement a change, so they keep the corrupt system as is.
Here's how to play the quantitative goals: you lie about your costs and lie about your production so that you can easily meet your goals for the year even after being allocated the annual stretch. You have your best people in the office spend all their time on these goals, so they can be defended from the masters in HQ, so the BU gets rewarded well.
Next comes the qualitative goals. You spend all your time working for SPIRIT awards so you can brag about these. Then you establish a mentor relationship on the ELT to brown nose and recognize your excellence. You naturally exceed everything because you have your best people write the B.S.
If you are exploration, you explain why your dryholes were technically sound but only had a 30% chance of success so it was an off year. Next year will be The One. Then you increase the "resources" worldwide (that will never be produced) and declare the year a success.
There is limited or no accountability, no sincere work put into better options, no attempt to assess real creation of value... And when these are sometimes attempted, the results are adjusted to make everyone look good.
The brown nosers and liars get rewarded.
This could be fixed, but would require a lot of work, so it won't happen, and the corruption continues.