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CHAPTER ONE Dimensions of the Problem
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options were a powerful incentive that helped to reinforce a highrisk corporate culture. Interestingly option incentives may have been well matched to the high-risk, high-reward behavior of Enron s executives. Options were quite effective at reinforcing exactly the type of behavior the company espoused. On the other hand it is obvious in retrospect that Enron should have had an incentive system placing controls and limits on its executives highrisk behavior and holding them accountable to long-term, sustainable results. For individuals who are prone to high-risk behaviors or who become swept up in a culture that embraces risk, stock options that pay off when the stock price goes up (or is inflated) provide an almost irresistible temptation. Moreover the spread of stock options among the corporate ranks can make the effects of these incentives even more pervasive. If I work at a company that overlooks or even encourages high-risk behavior, will I care what the top executives do to enrich themselves with their ba-zillion options if I have a half ba-zillion Will I risk my own chance for wealth in order to say something
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SHAREHOLDER ACTIVISM
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The tide, however, is turning. Shareholders, regulators, Wall Street, and many boards are turning an attentive eye toward executive compensation practices and stock option grants. While it ultimately rests with company management and their boards of directors to make informed decisions and take decisive actions on executive pay, many forces are pressing for change. Shareholder activists, including groups who have long pressed for increased board independence, have indicated their growing concern over escalating executive pay and option grants. For example the California Public Employees Retirement Systems (CalPERS), which has a long history of campaigning for shareholder rights and corporate governance issues, recently took a stance on executive compensation. In a June 2002 memorandum entitled Market Report Corporate Governance, CalPERS noted, one element that seems to be lacking is significant involvement by shareowners in the compensation process. While owners do play a role in approving some portions of compensation plans, they are rarely involved in compensation policy related issues, and in our
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PART ONE The Stock Option Problem
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experience rarely consulted for input on compensation in general. A concerted effort by owners to voice their opinion regarding key policy issues related to compensation could play a very positive role in helping to curb abusive pay packages, but also in encouraging model compensation design. 4 Notably CalPERS did not recommend an expense for stock options. We can only assume this reflects California s large base of technology companies, which almost unanimously oppose stock option expensing. Similarly the Teachers Insurance and Annuity Association College Retirement Equities Fund (TIAA CREF) has drafted its five fundamental principles of compensation governance, which it applies as new concepts of compensation are introduced, and in voting proxies related to compensation and to board composition. The State of Wisconsin Investment Board (SWIB) took on the issue of corporate governance and executive compensation with a September 2002 conference that brought together institutional shareholders, public policymakers, and corporate leaders. Findings at the conference included changes in the way stock options are typically granted; specifically advocating a longer vesting period and requiring that once options were exercised, the stock should be held for a minimum of one to two years. The group also believed one of the primary reasons for excessive executive compensation was the lack of good succession planning by companies and their boards. The chorus of criticism on the issue of executive compensation has widened to include government and public officials. Former New York Federal Reserve President William J. McDonough, who was regarded as the second most powerful person at the Fed behind Chairman Alan Greenspan, called on U.S. corporate executives to take pay cuts. In his speech at a September 11, 2002, one-year anniversary event in New York, he noted, Beginning with the strongest companies, CEOs and their boards should simply reach the conclusion that executive pay is excessive and adjust it to more reasonable and justifiable levels. McDonough, who is now Chair of the Public Company Accounting Oversight Board, called the rise in executive pay which studies show has gone from 42 to more than 400 times that of the average production worker in the past 20 years terribly bad social policy and perhaps even bad morals. This is an unusually harsh and pointed comment to come from the Federal Reserve.
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