how to create barcode in vb.net 2010 TEN Restoring Corporate Integrity in Software

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CHAPTER TEN Restoring Corporate Integrity
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companies, such a number in the 1990s was always at the $10 million level or much higher if a consultant picked a narrower group. These were the estimates for moderate-size companies and not the giant complexes. It seemed to me that the effect was to encourage midsize financial institutions to pay their people at much higher levels. Delves: When it comes to designing and implementing healthy compensation plans, I believe that compensation committees need to have their own budgets. They must be able to hire their own advisors to do the heavy-duty analysis that is required. The level of the analysis that gets done is often lightweight and superficial. The critical issue that must be addressed is, how much are we paying people and what are we paying for We need to do this over a multiyear time horizon. Companies need to look at all the stock options that have been granted over three to five years. What happens when the stock goes up $1, $5, or $10 How much does an executive s wealth change How does that influence his or her behavior Has the risk/reward profile of that person been altered in a way that is beneficial to the company Biggs: Or has it simply created an obscene benefit Delves: Companies shouldn t be surprised that someone cashed in $50 million in stock options. They should know how many options their executives are sitting on, and how this relates to their performance.
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CHAPTER
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ELEVEN
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Vision for the Future
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riting this book has been an incredible adventure. Not only has it allowed me to fill in a few gaps in my own knowledge and understanding about executive compensation, but I ve also had to resolve some contradictions in my beliefs. Executive compensation is a tremendously complex issue; there are no clear-cut, easy, or onesize-fits-all answers. Still that has not stopped me nor should it stop anyone else from trying to find the truth. To the best of my ability and all vested interests aside, I have tried to discover and articulate the truth as I saw it. To do that I had to address the fundamental issues of stock options. What is the value of an option How should the value of an option be recorded What kind of incentive do options provide I examined some underlying assumptions about why corporations exist and whether stock performance is really the ultimate measure of an organization s success. I also had to do some soul-searching of my own. In my 20 years as a compensation consultant, where have I contributed to the creation of inappropriate incentives When have I been a party in the misallocation of corporate resources These are not easy questions to ask of ourselves. Nonetheless this kind of self-examination is exactly what we have to go through not only to expose the mistakes of the past but also to envision a healthier future. As part of my own quest for knowledge and insight, I was fortunate to speak with many CEOs, board mem185
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PART THREE The Path to Accountability
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bers, public officials, academics, and other thought leaders, each of whom has gone through a similar process of introspection and reflection. There are many people of high caliber who are truly thinking about executive compensation. Looking beyond the surface issues, they have gone deeper, questioning the foundations, structure, and purpose of executive compensation. For them it is not enough to ask, What are other companies doing It s about asking the tougher questions. What is the right, fair, and effective way to pay executives What standards, criteria, and values are communicated through executive compensation What behaviors and attitudes should be encouraged What are the appropriate rewards
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