how to create barcode in vb.net 2010 SEVEN Making Options Performance Based in Software

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CHAPTER SEVEN Making Options Performance Based
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to Larry Ellison, and the 20-million-share grant to Steve Jobs, that s going to come off. If not an outright decrease, then at least a slowing of an increase. Delves: What doesn t make sense, if you think about it, is the dramatic rise in executive compensation compared with the actual market for executive talent. Crystal: Any time that you see the pay of a given occupation rising at a disproportionate rate to other occupations, then you re seeing either an excess of demand for people in that occupation, shrinkage of supply, or sometimes both. Now look at CEOs. Their pay has gone up wildly compared with other occupations. Has there been a decrease in supply No. Business schools have been turning them out by the hundreds for years. It s also hard to argue that there s a decrease in supply when there are quite a few talented women and minorities who are totally denied an opportunity. Then someone might say there must be an increase in demand. Not exactly. For every company that is split in two or three pieces, there are many more that combine and merge. There is no rationality for the way these people are paid. The main reason why there is no correlation between pay and performance is because the losers won t take their lumps. They say the fact that they ve underperformed shows that they need more motivation! Delves: It appears that there s a hole in the market for CEO talent. In other professions, pay goes up and down. When it comes to CEOs, compensation does not seem to respond to market forces. It just goes up. Crystal: In order to have a market, you need an informed buyer and an informed seller, plus vigorous arms-length negotiations. We ve got an informed seller. But boards don t spend much time on this. They don t have independent advice. And mainly the boards are made of up CEOs of other companies who don t have any philosophical distaste for higher pay. They love it. Delves: As I ve started to go through this exercise in light of the expected expensing for stock options, I ve noticed that the attitude of some companies is, That s awfully complex. Isn t there an easier way to do an incentive plan My response is, Yes! Let s set some financial goals two or three years out and build an incentive plan
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PART TWO Elements of the Solution
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around that. Let s forget about stock price, but look instead at the drivers of value. Crystal: I haven t seen any evidence that options motivate anything. It s amazing. Let s say you went to a doctor because you were feeling ill and he gave you a shot, then the next day you were sick as a dog and near death. If you went back to that doctor and he said, Well, now I m going to give you an even bigger shot of the same medicine, I think you would change doctors.
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CHAPTER
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EIGHT
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Designing a Balanced Portfolio of Incentives
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Risk and reward are two essential elements that, when in balance,
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result in effective executive compensation. When a portion of compensation is at risk meaning it must be earned through the attainment of certain goals and performance targets executives should have an incentive to take bolder, more decisive actions. The rewards for taking these risks and succeeding include salary, incentives, promotion opportunities, recognition, prestige, and more. The real challenge for companies, however, is not how to get people to take risks but how to get them to take the right risks by offering them the right incentives. More directly, how does a company get its managers to take risks with the company s money that are in the best interests of the company, its shareholders, and other constituents How does the company create an environment in which executives are motivated to take personal risks congruent with the kinds of risks the company should be taking The answers to these questions are at the core of effective compensation and incentive design.
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