how to create barcode in vb.net 2010 PART THREE The Path to Accountability in Software

Printer ECC200 in Software PART THREE The Path to Accountability

PART THREE The Path to Accountability
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and, instead of rolling their eyes, they would have a warm feeling that all is right in the world. Their instincts would say, That makes sense, or That person deserved to make so much money, or That board really did the right thing in cutting their executives pay. This is totally possible. Throughout the book, I have mentioned various prescriptions for change. But there are a few that are absolutely critical to a future with healthy and rational executive pay. 1. Board compensation committees should be independently advised. They should have their own budgets and should hire compensation consultants and other advisors who are independent from those used by management. Many will argue that this will set up a contentious and adversarial relationship between management and the board. This is not necessarily a bad thing. In order for the managementboard relationship to benefit the company and shareholders, it should be adversarial. Free-market exchanges are by nature contentious, and as such result not only in market prices (and market pay levels) but also in more effective and creative solutions. 2. Board compensation committees should request and receive much more comprehensive data and analysis on the total cost of management over a multiyear time horizon, compared to various measures of performance and compared to other companies. 3. The link between pay and stock performance must be severed. While a component of compensation should be based on the long-term performance of the stock, most of the pay and incentives should be based on strategic, financial, and other critical measures of the company s performance. 4. Companies should have a highly effective performance management process for senior executives and the CEO. If not, then pay should be determined in a highly formulaic way, whereby increases and decreases in performance directly result in significant increases and decreases in pay.
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CHAPTER ELEVEN Vision for the Future
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5. Options should be expensed. There are many ways the expense can be determined and I m somewhat indifferent as to how as long as (A) we have an expense, (B) it s a reasonable reflection of the value and cost to the company, and (C) we implement it very soon. Regardless of how the expense is determined, it is imperative that management and boards fully assess the true economic cost of options to the company and are vigilant in making sure the shareholders are getting a return on this rather substantial investment. In all of this we can t lose sight of the fact that compensation is a management tool. Its primary purpose is to empower the board of directors, the CEO, and the management team to run healthy and robust companies. To do that effectively they must be given compensation tools that challenge people; that communicate goals, objectives, and direction; that integrate into a tight accountability system that provides feedback; and that deliver rewards and consequences in a way that helps people perform better and develop as individuals. For me, as for a great many other people, the place where I have the most growth and challenge, excitement, disappointment, and reward is in my work. In this country so many people latch onto the myth that work is drudgery and that sitting in front of the television is enjoyment. That is absolutely false. People can and should experience great joy, satisfaction, and total engagement in their work. Our work should provide us not only with the means to support and enrich ourselves but also offer opportunities for continued learning and growth. Otherwise why are we here The work I have chosen has allowed me to take a position on executive compensation. It is both my privilege and my obligation to be part of the ongoing and in-depth discussion about the purpose and structure of executive compensation. My role as I see it is not just to point out the shortcomings of the past but, more importantly, to offer solutions and a vision for a healthier future.
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