how to create barcode in vb.net 2010 WEIGHING PERFORMANCE-BASED OPTIONS in Software

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WEIGHING PERFORMANCE-BASED OPTIONS
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Making options more performance-based may be a viable strategy for companies wanting to continue granting options as an incentive for future performance. Given the expected change in accounting rules, it will be easier for companies to make options performancebased than it has been in the past. Under existing ( old ) accounting rules, performance-based options were subject to variable accounting, which few companies wanted. The expected new expensing rules, however, would make it possible for performancebased options to be used without introducing undesirable accounting consequences. All options would have fixed-expense accounting regardless of how they are structured.
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CHAPTER SEVEN Making Options Performance Based
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Most performance features added to options under the new rules would lower their value and consequently lower the required expense per option to the company. If an option is only exercisable if certain financial goals are achieved (performance vesting), then the likelihood of that option being exercised is lower as is its value and required expense. As a consequence companies may increase the number of options granted so the total value of the package is not negatively impacted. As much as performance criteria seem to make sense for option grants, companies must understand the impact of performance criteria on the perceived value of the options. When all is said and done, will companies and their executives look at performancebased options with enthusiasm or disdain Will performance-based options provide the right incentive, or will executives say, No, thanks. I d rather have something a little more lucrative.
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THE PURPOSE OF OPTIONS
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The answer lies in the purpose of the option. As we move from the false notion of free options to expensed options, companies must ask themselves what the options are supposed to do. Once the company determines that, the choice of whether to offer performancebased options becomes clear. Options have the potential to do three specific things: Provide the potential for executives and managers to accumulate wealth over an extended period of time that is tied to the long-term success of the company and particularly to the growth in the company s stock price. Provide an incentive to pursue specific activities or results. Provide an incentive to take actions that would cause the stock price to go up. Starting with the first point, wealth accumulation, I remember back in the early 1980s when I was at Arthur Andersen, working as a financial planner for executives at firms such as Abbott Laboratories and Sara Lee. In those days before option mega grants were a
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PART TWO Elements of the Solution
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twinkle in a CEO s eye, a typical mid-level executive over the course of his or her career could make $1 million to $2 million on options. Over the years the executives would build up a sizeable portion of options that would gradually be exercised. It basically amounted to a combination long-term incentive and savings/retirement plan all tied to company stock. In that way it was not unlike more traditional stock-based profit-sharing plans. The option grants of the early 1980s also allowed executives to accumulate wealth over a period of five to ten years or longer. Despite the hype over mega grants and excessive compensation packages, the option plans of today can also serve a long-term savings function. Most stock prices don t skyrocket through the roof, allowing someone to exercise their $10 options a year or two later for a stock worth $100. Stocks usually go up gradually over time, thereby providing a means of long-term capital accumulation. If the intention of the company is to allow executives and employees to accumulate stock via options for the purpose of longterm wealth accumulation, then it can continue to do that. Another alternative, of course, is for the company to increase its contributions to the 401(k) or pension plan. Or the company could give employees deferred or restricted stock. The company could also lengthen the vesting period on the options or require that shares acquired from option exercise be held for a minimum period of time. If options are to be used for wealth accumulation purposes, there is no need to attach performance criteria to them. However if options are to be used as an incentive to encourage certain goals or targets to be met or exceeded then it makes sense to use performance measures.
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