Compensation and the Chief Executive Officer
Executive compensation has come under increasing scrutiny in recent literature in the wake of the growing publicity surrounding managerial failures and executive self-interest. Financial experts have long been examining the problem of aligning the performance of executives with their salaries and benefits. Public discontent with the visible top-heaviness of the compensation structure has brought this issue into the spotlight throughout the business world. Experts point to the flaws of traditional payment schemes and offer a number of different solutions. Shareholder value and the success of the firm can be significantly affected by executive performance. Hence, understanding the advantages and costs of the current trends in executive compensation is crucial to the compensation committee of a Fortune 500 corporation.
The compensation committee has a difficult task upon its shoulders. It must construct pay programs that attract and retain the best talent to address the individual organization’s needs. It must design a strategy that generates superior returns for investors, appropriately measure managerial performance, and institute a pay practice which is fair to both employees and shareholders and which really drives business results (Mercer p.4). There is abundant theory and research on the strategies thought to accomplish these goals, and the emerging trends in executive compensation seem to be highly successful.
The growing public criticisms of ultra-high executive pay are not unfounded. According to Mr. Meizhu Lui, “the ratio of CEO pay as a multiple of average worker pay has grown tremendously, from 41 to 1 in 1960 to 411 to 1...
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In April 2010, KK BB, the CEO of Marshall & Gordon, a leading public relations firm met with the firm’s leadership committee off-site in Miami. This off-site brought together Marshall & Gordon’s executive committee, practice and regional heads, and senior HR officers to discuss on redesigning the firm’s compensation system. A global advisory taskforce, under the direction of an external consulting firm, had spent three months collecting and analyzing data. Marshall & Gordon hired external specialists to design the new performance management program. The specialists proposed that the senior managers and human resource form a global advisory unit together with Marshall & Gordon partner to represent the firm’s five regions of the firm and lead the design process. The advisory unit surveyed all consultants in February in order to understand their way of thinking about the fairness, worth, and effect of the current performance management system. Majority of the interviewees responded to the corporate surveys implying that the subject was topic was especially exciting to them. Interviews gave insights on present and prospective business plans and direction. The survey also showed that specific focus across certain employee populations should be given. Six current hires from key competitors were also interviewed to comprehend competitor pay practices and compensation program structures. Further focus groups discussions and key information interviews enabled the taskforce’s to understand the needs of certain groups within Marshall & Gordon’s worker population. The survey culminated with the taskforce conducting interviews of 20 partners and principals togeth...
This particular article tells the reader how to manage and even prevent sexual harassment with four steps. The first step is to have a sexual harassment policy that is clear and very well defined (Mulligan & Foy, 2003). The second step is to look at what sexual harassment currently exists within the organization; these areas need to review immediately (Mulligan & Foy, 2003). Thirdly the business needs to make sexual harassment training a top priority for all employees (Mulligan & Foy, 2003). Lastly, the report states employers must have a complaint procedure in place for sexual harassment resolve and investigation (Mulligan & Foy,
Roxie Photography’s mission is to empower women with the use of boudoir photography, allowing them to see their own beauty. Roxie Photography’s vision is to be the premiere boudoir photography business in Fort Wayne Indiana. The business’ short-term financial goal is to be completely self-sustaining, and maintaining a minimum of three clients a week. Roxie Photography’s non-financial goals are to be the ultimate experience in empowering women, and well respected company in Fort Wayne, IN.
CEO compensation has been a heated debate for many years recently, and it can be argued that they are either overpaid or that there payment is justified by the amount of work they do and their performance. To answer the question about whether CEO compensation is justified it must be looked at by the utilitarian viewpoint where the good of many outweighs the good of one. It is true that many CEO’s are paid an exorbitant amount of money; however, their payment is justified by the amount of money that they bring back to the company and the shareholders. There are many factors that impact the pay that the CEO receives according to Shah et.al CEO compensation relies on more than just the performance of the CEO, there are a number of factors that play a rule in the compensation of the CEO including the fellow people who help govern the corporation (Board of Directors, Audit Committee), the size of the company, and the performance that the CEO accomplishes (2009). In this paper the focus will be on the performace aspect of the CEO.
In the authoritarian style of parenting, children have to follow strict rules established for them by their parents. Failure to follow these rules will result in punishment. The parents do not explain the reasoning behind the rules. They have high expectations of their children, usually do not respond to them, and will withdrawal love from children. Some parents may engage in psychological control of their children. They will put down the child’s friends, decisions, schooling, and ideas. According to Baumrind, these parents "are obedience- and status-oriented, and expect their orders to be obeyed without explanation" (Baumrind, 1991). Children of these parents are most likely to be obedient and proficient, but they are, also, anxious, unhappy, hostile, aggressive, and have low self-esteem (Santrock, 2012).
Sexual harassment can take place between any two individuals: any gender to any gender, any business, school, place of social, religious, and political organization, authority to subordinate, subordinate to authority.The DeVito text separates this definiti...
How much sexual harassment takes place in the work place? Well, there has been 11,314 complaints of sexual harassment made to US Equal Employment Opportunity Commission, In 2011, 84 percent filed by women and 16 percent filed by men. That shows women are more likely to be harassed in the workplace. Have you ever wondered how sexual harassment can be stopped in the workplace? There are many ways to avoid harassment and to stop harassment if being harassed. Have you thought about being harassed by your boss and wondered can he get into trouble with the law? Throughout this paper you will find out useful information about sexual harassment and the laws that can protect you if you're being sexually harassed in your workplace.
Solomon, J (2013). Corporate Governance and Accountability. 4th ed. Sussex: John Wiley & Sons Ltd. p.7, p9, p10, p15, p58, p60, p253.
Even though authoritarian and permissive parenting may have some minor similarities they are remarkably different from one another in their approach to raising children. One of the most striking differences is that of expected social behaviors. Authoritarian parents expect and require strict adherence to proper manners, often to an extreme! Demonstrating manners in all circumstances is a sign of obedience and respect within this parent-child relationship. This act of obedience may also be expressed in a formal style of communication rather than a casual style both to parents and others. “Yes Sir”, “No Sir”, “Please”, and “Thank You” are words of common...
Martocchio, J. J. (2013). Strategic compensation: a human resource management approach (7th ed.). Boston: Pearson.
Each year many people first become aware of sexual harassment when they are harassed in the workplace. Today in the United States there still seems to be a need for general information about sexual harassment. Many people are unaware of exactly what sexual harassment is, how it affects its victims, where it happens, and what to do if it happens to them. There are many laws that protect people from sexual harassment and provide them with information about what to do if you should ever be in this situation (Wyatt, 2000).
Remuneration management is defined as the sum received for an employment or service delivered, this includes the money received on a monthly basis as well as benefits given as rewards (investopedia,para.1 ). Individualism need to be taken into account when implementing these remuneration structures or reward schemes, equal pay plays a role in balancing earnings among the diverse workforce (Shen, Chanda, D’Neetto and Monga,2009,p.241). The Woolworth’s Holdings uphold remuneration policies which have the purpose of making sure to attract and hold on to the best talent, that they are congruent with the strategies of the company and are the determinants of performance during the short and long phases. The policy considers the board members and the employees. This policy manages employees of the company by giving...
Sexual harassment in the workplace is a huge problem in recent history. It can happen to anyone and it can happen everywhere. It can affect all types of races, gender and age. Statistics today shows that more and more sexual harassment has become an issue due to the large number of cases presented. Mainstream media becomes consume covering sexual harassment because of the high profile cases. Sexual harassment becomes a topic on various TV shows, and on some major morning radio talk shows mostly everyday. Sexual harassment laws must be strengthened in order to fix what has become a serious problem today in the workplace.
In today’s workplace, sexual harassment is a growing problem. The legal definition of sexual harassment is any unwelcome sexual advance or conduct on the job that creates an intimidating, hostile or offensive working environment. Another definition is the making of unwanted and offensive sexual advances or of sexually offensive remarks or acts, especially by one in a superior or supervisory position. Women and men of all ages, backgrounds, races and experience are harassed on the job. Sexual harassment encountered in workplaces is a hazard across the world that reduces the quality of working life, jeopardizes the well-being of women and men, undermines gender equality and imposes costs on firms and organizations.