| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "EXCESSIVE CEO COMPENSATION": |
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Excessive CEO Compensation, 2008.
This paper provides an ethical analysis of excessive CEO compensation.
1,728 words (approx. 6.9 pages), 4 sources, MLA, $ 55.95
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Abstract
In this article, the writer looks at the ethical elements of the discussion regarding bonuses and compensation for the CEO of an organization. The writer maintains that it is ethical for CEO's to receive large compensation packages, but only if it is inclusive of benefits for all stakeholders, not at the expense of them. The writer notes that the best way to do this is through long-term compensation packages that focus on long-term commitment and vision. The writer discusses that these packages must also focus on long-term profitability and growth for the organization, job security for employees, and return on investment for shareholders and other investors. The writer concludes that ultimately, CEO compensation should realistically follow measurable performance that benefits all stakeholders, not just a few.
From the Paper
"The argument designating increasing CEO pay and decreasing shareholder value as unethical is an easy one to make. There is, however, a case to be made on the other side of the issue. Some argue that increasing CEO compensation is a simple matter of supply and demand and is driven by market forces. Others argue that the transition costs of replacing a CEO could be considerably more than the bonuses they receive. Yet another argument is that market fluctuations are inevitable and increasing bonuses are needed to retain top talent and that the investment will pay off over time. Eamonn Walsh goes as far to say that some CEO's are actually underpaid when comparing CEO compensation to stock value. It should be noted that this article focuses on the European market were CEO compensation is generally lower than in the United States. Research has shown that organizations in which their CEO's are compensated in the top 10% have an 80% percent chance of their stock outperforming their peers. Of this group the gains in market capitalization far exceeded the CEO compensation package about 80 percent of the time. On the other hand, organizations offering the lowest compensation had only a 50-50 chance of outperforming their peers."
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CEO Compensation, 2004.
A paper which argues that CEOs receive excessively high compensation benefits in the current job market.
812 words (approx. 3.2 pages), 2 sources, MLA, $ 28.95
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Abstract
This paper argues that CEO compensation does not seem to be justified by performance. It further claims that there are many moral issues, like principles of equality and democracy that are violated by exorbitant CEO compensation. It states that, ultimately, a change in CEO compensation structure may help solve some of these issues.
From the Paper
"Perhaps one solution to this issue would be to tie CEO compensation to the compensation of employees in a corporation. For example, a CEOs salary would be set at a given amount (let's say 50X) the amount of that of an average worker in the corporation. The CEO could never exceed this 50X amount in base salary. Further, the amount of stock and stock options that the CEO owns could be tied to the amount that is owned by employees. If employees own .1% of stock on average, per employee, then the CEO could not own more than 50X that amount, or 5% of company stock. While this system still allows for generous CEO compensation, it manages to tie CEO compensation to that seen by average employees, and would prevent clearly exorbitant salaries like those of 531 times of the average employee."
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Executive Compensation, 2007.
An investigation into some of the issues regarding CEO compensation.
6,774 words (approx. 27.1 pages), 45 sources, APA, $ 154.95
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Abstract
This paper examines some of the current issues of executive compensation and how prevalent the situation has become. Some of the topics discussed include agency theory, CEO influence over the Board of Directors and CEO compensation - justification and ethics. Lastly it compares CEO compensation in the U.S. and abroad with a look at some outrageous perks.
Outline:
Introduction
Agency Theory
Agency Theory and Executive Compensation
The "Golden Parachute" and Reasons for It
Board of Directors Influence over CEO Compensation/CEO Influence Over BOD
Is CEO's Compensation Ethical?
Executive Compensation in US Compared To Other Countries
Japan
China
Korea/Taiwan
France
India
Germany
Britain
Results
Top 3 Paid CEO's In 2006
Richard Fairbank
Bruce Karatz
Henry Silverman
Outrageous CEO Perks
Conclusion
From the Paper
"Very few if any CEO's are capable of turning around a failing business on their own; it requires the assistance of every employee. The first to feel the pressure of the failing company is the employee who is given a pink slip. At the same time, the CEO is collecting a salary that could be up to 500 times greater than the common worker. The question becomes does the CEO value his workers? The answer would have to be no, as long as he continues to collect on their parachute even after the company goes bankrupt.The fairness to workers who have lost jobs or had pay levels or benefits reduced in some form while the CEO's are receiving these exorbitant amounts has become an ethical issue. The Golden Parachute has become so lucrative for CEO's that the IRS has developed the Golden Parachute Audit Techniques Guide (Bailey, 1999)."
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Traits and Experiences of CEO's as Predictors of CEO Selection, 2002.
A literature review on the characteristics of CEOs and whether these are an indicator of their future occupation.
2,875 words (approx. 11.5 pages), 18 sources, MLA, $ 85.95
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Abstract
This paper examines literature relevant to the traits and experiences of CEOs with a view toward identifying factors that may be useful in predicting the potential of an individual to be selected to assume the responsibilities of a CEO. More specifically, the following research question is investigated: Do CEOs have common traits or experiences that can predict their selection for the position of CEO?
The literature reviewed focuses primarily on the traits and experiences of CEOs of major corporations and on the traits and experiences used by major corporations in the selection of individuals for CEO appointments.
From the Paper
"Pasternack, Van Nuys, and Perkins (1998) identified four behaviors that lead to CEO success. First, a successful CEO acts promptly once a problem has been identified and its character diagnosed. Equally important to CEO success, in this regard, is that a CEO should not act in a precipitous manner. Second, subordinate managers who do not actively support a CEO?s program should be replaced quickly. Third, a CEO should prioritize her or his time and adhere to the policy thus established. Fourth, a successful CEO quickly establishes strong relationships with members of the firm?s board of directors.
Paul de Benedictis (2000), Vice-President at Christian & Timbers, an executive search firm, holds that: ?Executives are hired on technical traits and are usually fired because of the wrong combination of human characteristics, or ?soft traits.? The essential elements of these ?soft traits? include honesty and integrity, intellectual capacity, intensity, leadership and passion? (pp. 1-3)."
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Executive Compensation, 2006.
A master's thesis studying the correlation between CEO compensation and company profit.
8,149 words (approx. 32.6 pages), 28 sources, APA, $ 174.95
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Abstract
This study attempts to discern the statistical connection between the total compensation of American chief executive officers and company profits as defined by company net income. The data included for the study concerns the fiscal year 2002 and 2003. The study finds that that there is no statistically significant correlation relationship between chief executive officer compensation and company net income.
Table of Contents
List of Figures
List of Tables
List of Abbreviations
Introduction
Review of the Literature
Methodology
Findings
Summary, Conclusions and Recommendations
From the Paper
"The chief executive officer in an organization can broadly define the individual who "plans and directs all aspects of an organization's policies, objectives, and initiatives" ("Chief Executive Officer"). When these individuals take control of the helms of large corporations, their reputations, and salaries often mirror those of highly successful professional athletes or Hollywood movie stars. With millions (and sometimes billions) of corporate dollars at stake, chief executive officers face massive pressure and unwavering scrutiny by shareholders, financial institutions, and the media. False steps, poor business decisions, scandal, and the no-fault peril of the American marketplace threaten the tenures of all chief executive officers, regardless of past performance. Current surveys of chief executive officers reflect that nearly 50 percent of all CEOs are removed from their current position within five years of accepting their positions ("No Walk in the Park"). Furthermore, the job is grueling, and there is little opportunity for vacation, personal, or family time ("No Walk in the Park")."
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Home Depot's vs. Lowes' Executive Compensation, 2008.
An analysis of executive compensation schemes at Home Depot or Lowes.
7,973 words (approx. 31.9 pages), 16 sources, MLA, $ 172.95
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Abstract
This paper discusses executive compensation schemes within organizations. It specifically analyzes whether chief executive officer (CEO) stock options and other executive compensation align with Home Depot or Lowes' long-term performance with shareholder interests. The paper discusses the positive and negative aspects of executive compensation schemes.
Table of Contents:
Compensation and Executive Compensation
Does CEO Stock Options and Other Compensation Align the Company's Long Term Performance with Shareholder Interests?
The Positive Side
The Negative Side
Home Depot and Lowes
Home Depot
Lowes
The ESOP Woes
Appendix
From the Paper
"The avenue that began as a small way has come to occupy the biggest legal money making methodology since greenhorns in dotcom companies were offered stock options during times when the going was good. Things cannot get worse than this. Subsequently, not to be left behind, auditors also joined the party. Because of this, it is found that companies that have never shown profits are quoted at fantastic prices. The bane of all this has been the stock option plan and the sooner it is abolished, the better. The CEO should be paid bonuses solely on the net profits he shows as a result of his performance. This is because the CEO is a paid professional and never an investor or a speculator. Any conflicts of interests must not be present. In case he is desirous of owning company stock then they must purchase at market prices just like any ordinary shareholder does with his personal finances. If this is not done, nothing can stop the CEOs in their pursuit of looting the corporation, albeit legally through ESOPs. (Executive Compensation)"
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Compensation, 2007.
A discussion on worker's compensation and its uses in employee motivation.
1,331 words (approx. 5.3 pages), 10 sources, APA, $ 44.95
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Abstract
The paper discusses how companies use compensation as a means of employee motivation. The paper examines various methods of worker's compensation, including 'equity-based' compensation plans, wherein ownership of the company is offered to the top workers of the company. The paper further examines incentive plans such as 'profit-sharing', wherein the company will undertake to donate a small percentage of its pre-tax profits to a savings pool, which would later on be divided among deserving employees. The paper concludes that a good compensation plan leads to better employee motivation, and increased efficiency, output and productivity.
Outline:
Definitions of Compensation
Goals of compensation
Different types of compensation plans generally used by a company
Methods generally used to determine compensation
Why do compensation packages differ?
Conclusion
References
From the Paper
"As far as human resources are concerned, compensation refers to the pay structures within any particular organization. Some of the primary issues regarding compensation are: how much is a company to pay a worker, in order to attract him, and then keep him, and then keep him completely motivated so that he does not move over to another company. Must the company offer to pay the employee a salary, or rewards? Must the company pay benefits to its workers, and if so, what must be the amount, and how exactly must it be paid? Can there be a distinct difference regarding the pay scale for high performers, as compared to that of lower performers? Would it be a better idea if the company were to provide stock options and stock bonuses for the employees of the company?"
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"Above the Law: Police and the Excessive Use of Force", 2002.
A review of Jerome Skolnick's and James Fyfe's "Above the Law: Police and the Excessive Use of Force" on police excessive force and police brutality.
1,650 words (approx. 6.6 pages), 5 sources, $ 62.95
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Abstract
This essay reviews James Skolnick's and James Fyfe's "Above the Law: Police and the Excessive Use of Force". It discusses the authors' examination of police excessive force and police brutality. In their view, the answer to this problem lies in better accountability. The paper adds a sociological perspective, arguing that police excessive force is related to the phenomenon of social control. The existence of prisons, for instance, necessitate police excessive force, since social elites have a need to criminalize a certain portion of the population.
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Workers' Compensation Insurance Reform, 2008.
This paper discusses current reform of workers' compensation specifically brought about by Senate Bill 899.
1,844 words (approx. 7.4 pages), 7 sources, APA, $ 59.95
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Abstract
This paper discusses current workers' compensation reform. The problem presented in this paper is that although reform measures like Senate Bill 899 have had a positive effect on workers' compensation, particularly to making it more efficient, it has had a substantial effect on the way workers' compensation is done. However, reform also means that the workers' compensation practitioner has to make internal adjustments. This paper first presents an overview of the specific changes created by Senate Bill 899 and, second, makes specific recommendations as to practice changes that the workers' compensation practitioner will have to abide by in order to continue to have a profitable and compliant workers' compensation practice. The paper focuses only on the changes created by Senate Bill 899 as they effect the attorney and practice of the plaintiff's side of workers' compensation.
Outline:
I. Introduction
A. Background
B. The Problem
C. Purpose
D. Scope
II. Overview of Senate Bill 899
III. Effects of Senate Bill 899
A. Procedural Changes
B. Financial Impact
C. Retraining Issues
D. Penalties for Noncompliance
IV. Conclusion
From the Paper
"Senate Bill 899 was enacted as a means to attempt to save jobs, reduce the costs of carrying workers' compensation insurance for employers, and improve the overall care available for the injured workers. The law was passed by the legislature with overwhelming, bipartisan support and was signed into law on April 19, 2004 by Governor Schwarzenegger. In summary, the reforms provided by Senate Bill 899 focuses primarily on controlling the ever-escalating costs of medial treatment. At the time of the bill's passing, medical costs accounted for fifty-one percent of every dollar and indemnity benefit, which accounted for forty-nine percent of every workers' compensation dollar spent. These expenses had all significantly risen over a period of less than ten years. For example, in 1997 it was estimated that California employers paid a total of $3.4 billion dollars in indemnity costs. By 2003 this number was at an estimated $5.8 billion. In 1997 an estimated 2.6 billion in medical costs was paid, whereas by 2003 the number had increased to $6.1 billion. Finally, the total costs spent by all California employers on workers' compensation (indemnity, medical, etc.) was at an estimated $8.3 billion in 1997. By 2003 this number was at an estimated $26.7 Billion. It was this problematic trend that Senate Bill 899 was aimed at reversing, or at least controlling."
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Broadband Compensation, 2002.
A discussion of broadband compensation as an effective solution to employee compensation.
2,150 words (approx. 8.6 pages), 4 sources, $ 80.95
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Abstract
This paper explains the trends used for managing compensation, using broadband for salary administration, how broadband improves pay for performance, how broadband should drive organizational change, how broadbands are used for small portion of employees, how broadbands increases payroll costs and decrease control, the benefits of broadbands and why do employee like broadbands.
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Monetary Compensation, 2005.
This paper discusses the use of monetary compensation as a motivation tool in the workplace and alternatives to monetary compensation to improve performance without increasing costs.
4,610 words (approx. 18.4 pages), 7 sources, APA, $ 119.95
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Abstract
This paper explains that motivation, defined as a force that affects behavior, influences behavior (1) by energizing, changing or initiating behavioral patterns, (2) by determining the behavior a person chooses and (3) by sustaining behavior or determining the individual levels of effort with respect to behavioral patterns. The author point out that pay appears to be a motivator in short-term situations but is ineffective as a long-term solution to reducing costs and increasing productivity. The paper concludes that, by implementing appropriate pay structures, incentive plans and motivation programs; management professionals may be able to shift the focus of employees from the extrinsic reward of pay to the intrinsic rewards of job satisfaction and recognition.
Table of Contents
Introduction
Motivation
Theories Related to Pay and Motivation
Research Conclusions
Incentive Plans
Non-Monetary Motivational Programs
Management Implications
Conclusions
From the Paper
"A similar needs-based theory was outlined by Clayton Alderfer (1969). Alderfer condensed Maslow's five levels into three levels and designated them as his ERG theory. The first, existence needs, encompasses physiological needs as well as safety and security needs. Belongingess and external esteem needs make up the second level of relatedness needs. The third and final level, growth needs, consists of self esteem and self-actualization. This model is very similar to Maslow's as it is hierarchical in nature. That is, lower-level needs must be met before higher-order needs can be fulfilled."
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Workers Compensation Rehabilitation, 2002.
Cites the history of workers compensation in the United States and why it was created.
2,633 words (approx. 10.5 pages), 10 sources, APA, $ 79.95
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Abstract
Explains the United States system of workers compensation, the process of workers compensation that existed prior to the current system, the criteria that must be met by an employee before he can make a claim for workers compensation, and the benefits now offered by the system. Also discussed are some of the problems of the current workers compensation system.
From the Paper
"For example, typical legal language states that in order for an injury to be covered, the harm suffered by the employee must have been caused by an "accidental personal injury arising out of and in the course of employment." Those few words, in this example from the Maryland Worker?s Compensation law, are the subject of many court decisions and interpretations. Not all injuries are covered by a Workers' Compensation Law even if the injury happened "on the job." Just because a person is hurt "while working," "on the job" or "at work" may not be enough for the insurance to apply."
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Executive Compensation, 2004.
A discussion of the role of compensation in organizational behavior.
800 words (approx. 3.2 pages), 4 sources, APA, $ 28.95
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Abstract
This paper looks at the role compensation plays at the executive level and that this role, based on the assumption that compensation packages affect attitude and behavior, is seen as a company's key tool for motivating management to achieve the company's organizational objectives. The paper also points out that, in order for compensation packages to be effective, it is vital that an organization develop a clear compensation philosophy with clearly defined objectives.
From the Paper
"Though compensation may undeniably be an important factor, several research studies have shown that the role of compensation may vary within the context of markets, organizational or individual behavior. For instance, the role of compensation in attracting and retaining employees and management talent was seen to increase in importance in the tight labor market of 1996-97 when wages and salaries grew at a pace not seen in many years. In addition, the increasingly competitive business environment of the last few decades has necessitated that organizations control labor costs, while focusing simultaneously on increasing productivity, quality, and enhanced customer service. Other trends such as flatter organization structure, more fluid organizational design have also required new strategies for employee compensation, particularly as employee compensation is deemed to be critical to financial success (Schuster). "
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Excessive Force, 2004.
This paper is a research proposal to examine the outcome of excessive psychological and physical force on victims and the public.
975 words (approx. 3.9 pages), 23 sources, APA, $ 34.95
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Abstract
This paper explains that a preliminary literature review suggests excessive use of force by police agencies is very much an issue in modern society. The author outlines the proposed research questions: (1) To what extent is excessive force problematic within policing agencies? (2) What impact does excessive violence have on victims/families (short and long term) and on the public?s opinion of police agencies and attitudes/responses to police efforts? (3) What can police agencies do to minimize use of excessive force within their organizations? The paper proposes an exploratory study that uses surveys to examine public opinion of the police force and a literature review from which the researcher will draw comparative conclusions with the information reaped from the survey results.
Table of Contents
Introduction
Purpose of the Study
Study Objectives/Methodology
Preliminary Literature Review
Conclusion
Proposed References
From the Paper
"A Gallup poll conducted in March of 1991 suggested that 20 percent of citizens knew someone who had been ?mistreated? or abused by police? and estimates of excessive force from observational studies ?range from 1.05 to 5.1% of citizen contacts?. Other studies suggest that excessive force may be used more frequently. The aim of this study will be in part to examine to what extent use of excessive force is problematic. Some studies suggest that police are out of control and use excessive force in unnecessary situations. There is a large body of research to support this opinion. The survey conducted will in part measure public opinion regarding this issue."
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