By Steven Balsam
Normal readers do not know why humans should still care approximately what executives are paid and why they're paid the way in which they're. that is the reason that The Wall road magazine, Fortune, Forbes, and different renowned and practitioner guides have general assurance on them. This e-book not just proposes a reason--executives desire incentives which will maximize enterprise price (economists name this "agency theory")--it additionally describes the character and layout of government reimbursement practices. these incentives can take the shape of advantages (salary, inventory options), perquisites (reflecting the prestige of the administrative in the organizational tradition.
This booklet is critical since it takes the weather of an government repayment package deal aside, examining them within the contexts of either financial concept and company perform after which explains how, below various stipulations, one may build a reimbursement package deal that optimizes an executive's and a corporation's functionality.
* provides an aim research of present govt reimbursement practices
* Comprehensively studies of educational literature and extant practice
* Explains and illustrates some of the elements of the repayment package
* Discusses the motivation, monetary reporting, tax, political, fairness, and enterprise worth results of these components
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Extra info for An Introduction to Executive Compensation
Instructions to Item 402(b)(2)(v). 1. LTIP awards and amounts received on exercise of options and SARs need not be reported as All Other Compensation in column (i). 2. Information relating to defined benefit and actuarial plans should not be reported pursuant to paragraph (b) of this item, but instead should be reported pursuant to paragraph (f ) of this item. 3. Where alternative methods of reporting are available under paragraph (b)(2)(v)(E) of this item, the same method should be used for each of the named executive officers.
For purposes of this item: (i) The term stock appreciation rights (‘‘SARs’’) refers to SARs payable in cash or stock, including SARs payable in cash or stock at the election of the registrant or a named executive officer. (ii) The term plan includes, but is not limited to, the following: any plan, contract, authorization or arrangement, whether or not set forth in any formal documents, pursuant to which the following may be received: cash, stock, restricted stock or restricted stock units, phantom stock, stock options, SARs, stock options in tandem with SARs, warrants, convertible securities, performance units and performance shares, and similar instruments.
2. For stock or any other form of non-cash compensation, disclose the fair market value at the time the compensation is awarded, earned or paid. 3. Registrants need not include in the salary column (column (c)) or bonus column (column (d)) any amount of salary or bonus forgone at the election of a named executive officer pursuant to a registrant program under which stock, stock-based or other forms of non-cash compensation may be received by a named executive in lieu of a portion of annual compensation earned in a covered fiscal year.