CHECK THESE SAMPLES OF Alternative Approaches to Executive Compensation
...?Alternative Approaches to Discipline Affiliation with more information about affiliation, research grants, conflict of interest and how to contact Alternative Approaches to Discipline Discipline is an indispensable element for a human being to lead an orderly and harmonious life. Polland B contents that the aim of discipline is to also attain self-discipline and not to punish oneself (Polland, n.d.). Being at peace with oneself and others is also crucial for a hassle-free life (Rosenberg & Gandhi, 2003). Besides, according to Rosenberg, being at peace with oneself and others is also crucial for a hassle-free life. In a world fraught with strife and violence, Non Violent...
3 Pages(750 words)Essay
...Executive Compensation Plan Executive compensation in McDonald's is defined as how the company's top executives are paid, which includes presidents, vice presidents, managing directors and general managers. Its purpose is to motivate leaders for their strategic requirements in increasing profitability and shareholder returns as well as compete for managerial talent and retain them in the company. The executive compensation program supports McDonald's business strategy dubbed as "The Plan to Win." The corporate strategy of winning focuses on people, product, place, price and promotion which would drive system wide sales...
4 Pages(1000 words)Term Paper
...Executive Compensation Introduction It is the objective of the to critically analyze and evaluate three articles that have been published on the subject of executive compensation in recent years, compare and contrast the ideas put forth in the articles and finally to draw a conclusion based on the convergent or divergent opinions of the authors and researchers. The author has chosen the following three articles for evaluation in this document; they are "Big time pay in a big time economy" by J. Manzi, published in the National Review in 2007, "Do motivation and equity ownership matter in board of directors' evaluation of CEO Performance" by P. Silva, published in the Journal of Managerial Issues in 2005 and "The corporate scandals... and...
4 Pages(1000 words)Book Report/Review
...Supervisor Chief Executive Officer's Compensation. Some Puzzling Questions. By: October, 2007 Table of Contents
1.0 Introduction
1.1.1 Do you think the fact that most American CEOs are paid so much more than rank-and-file employees, suggests CEOs are overpaid Explain
1.1.2 Japanese CEOs generally received much lower levels of compensation than CEOs in the United States. Does this imply that US CEOs are overpaid
1.1.3 Is it obvious that, $10.57 per thousand is too low of an incentive pay for CEOs Explain
1.1.4 Does the observation that, the stock price increases when firms increase incentive pay for CEOs suggest that most CEOs do not receive enough incentive compensation...
8 Pages(2000 words)Essay
...with the operations of large corporations and the exectuives. In the 21st century, President Obama, the Senate and the Congress are actively interfering in corporate decisions and have limited the levels of executive compensation. The collapse of many corporations and investment banks underscore the importance of strict regulation and monitoring of large private companies.
Hermalin and Wallace (1997 ) used an alternative specification that revealed that in the savings and loan industry there is a strong pay performance relationship accounting for the inter-firm heterogeneity.
John and Narayanan (1997) revealed that the disclosure regulations of SEC create incentives for...
12 Pages(3000 words)Essay
...salaries, more lucrative stock options, bonuses and other benefits, therefore, justifying this kind of thinking. The firm seeks the best manager it could find. Hence, both sides of the bargain, the corporation and executive, wrote Kolb, merely exercise their basic freedoms as economic actors in a free market and reach an agreement on that basis. (p. 4)
Check and Balance
Regulation for executive compensation – the current favorite alternative of critics – is a sound solution for the problem but this is in the short term. Capping the executive remuneration package is tantamount to limiting the rewards for excellence, good work, productivity and incentives...
7 Pages(1750 words)Essay
...
Executive Compensation
Introduction
According to Mercer (2009), the business environment has witnessed various transformations and one of them has been the heightened competition to gain a considerable market share. Moreover, globalization has heightened the competition level, which has been further propelled by the fact that cost of switching to another product or service is considerably lower and hence, organizations have been forced to exploit other avenues through which they can gain competitive advantage.
Graham et al. (2008) stated that among the most exploited sources of competitive advantage include the integration of information technology into the business processes to improve efficiency and the recruitment... and...
3 Pages(750 words)Research Paper
...for them to easily switch their employers. The perspective of opportunity cost argues that in order to retain or hire a qualified executive, the salary level has to be at least equal to the level that would have been paid to his the next best available alternative. The superstar theory does not address the implications of this theory regarding to the prevailing skewness that is seen in the income distribution. The seen skewness in the distribution of executive pay could be explained by the available disproportionate premium levels that companies are often willing to for executives’ capabilities or talents for which there are not available any other suitable substitutes...
8 Pages(2000 words)Term Paper
....
Recommendations
An alternative and solution to this dilemma would involve dissociating executive compensation from company performance (Neokleous, 2013). Therefore, executives should be hired on contractual terms and an agreement on basic remuneration arrived upon, basing on qualification, experience and industry. This is not to mean that bonuses should be abolished since they agreeably, serve as motivation for the CEOs to perform better. However, their remuneration should not be anchored mainly on the benefits they make when the company performs well rather than their qualifications and experience.
Conclusion
WorldCom has been shown to have been a telecommunication...
4 Pages(1000 words)Essay
...in encouraging them to remain committed to the business and assist them in their operations
Executive Pay Compensation
So far, research has indicated that people are the most important resources that businesses require in creating their competitive strategies. This stems from the fact that people have the capability to understand the business environment and ways of creating their success. In having a competent staff, one of the approaches used is ensuring that people get the best pay for their work they do in the business. Some business owners believe that having a competent staff is the key to having effective and efficient work. While it may be true, the...
9 Pages(2250 words)Research Paper
