and Amoco. The compensation for Amoco’s executives were higher in comparison to that of BP’s not only through base salaries and bonuses‚ but also through unrealized stock options. BP believed that performance based measures should be a large part of their incentive program for executives. Amoco meanwhile focused their incentive program for executives around a competitive base salary. Both companies included stock options as part of their incentive programs‚ with the difference being awarded based
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dimensions of the shareholder-principal conflict with manager agents known as the principal-agent problem. To mitigate agency problems between senior executives and shareholders‚ should the compensation committee of the board devote more to executive salary and bonus (cash compensation) or more to long-term incentives? Why? What role does each type of pay play in motivating managers? The compensation committee should devote more to long-term incentives for the following reason. The goal of every organization
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Motivation to Work Well Depends More Than High Wages and on Working Conditions 1) Discuss critically the validity of the contention that the motivation to work well depends on more than a high salary and good working conditions. This essay will define what motivation is‚ the influence and effect that money and good working conditions have on staff and the other factors and issues that motivate staff to work in the context of the workplace. In order to critically discuss and evaluate what motivates
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and promoting fair pay. (Mayer‚ 2004‚ pg. 2). To ensure long-term success‚ organizations need a compensation system that links company strategy to performance‚ ties the strategy to the labor market‚ is within legal compliance‚ and provides a sound salary structure. The combined‚ collaborative interdependency between these elements must be designed in such a way that will support the firm’s business strategy and stand the test of time. This paper serves to identify and discuss the key components and
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Although the company were top rated employee in India but it faced criticism for its compensation structure according to the employees the salaries were not on a par with the industry standards. The company also followed the employee stock options to retain its employees. Later came with performance- linked salary structure called economic value added (EVA).EVA determined the compensation based to the value delivered to the employer it was measured at individual‚ department
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administrative assistant at an annual salary of $42‚000 Oct. 3 Buys office furniture for $4‚600‚ on account Oct. 6 Sells a house and lot for M.E. Petty; commissions due from Petty‚ $10‚800 (not paid by Petty at this time) Oct. 10 Receives cash of $140 as commission for acting as rental agent renting an apartment Oct. 27 Pays $700 on account for the office furniture purchased on October 3 Oct. 30 Pays the administrative assistant $3‚500 in salary for October Post the transactions
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Discuss Your Rationale? Table of contents Index____________________________________________________2 Introduction_______________________________________________3 Factors to consider when drafting compensation packages___________3 Salaries and Wages_________________________________________3 Bonuses__________________________________________________4 Long term incentives________________________________________4 Life and/or disability insurance________________________________4 Health
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Introduction Increasingly‚ today‚ globalization is a reality for organizations of almost any size. Only the smallest companies seem unaffected by the disappearance of global boundaries among organizations‚ markets‚ and people. Globalization has increased awareness of and concern for creating internationally equitable compensation systems in many companies. The complex nature of international compensation dictates that it receives special attention from organization operating in a multi-national
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Strategy Paper First Version for East Coast Catering Proudly Offering Top-Notch Catering Services For Your Personal or Business Needs! Chris Marchionni‚ Wednesday‚ Section 01 Table of Contents Executive Summary………………………………………………………………………3 Mission Statement………………………………………………………………………...3 Business Form…………………………………………………………………………….4 Management Team………………………………………………………………………..6 Compensation and Benefits……………………………………………………………….8 SWOT Analysis………………………………………………………………………….12 Porter’s Five Forces……………………………………………………………………
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$12‚800 4. Francis manufacturers‚ a manufacturer of wood doors and windows‚ has prepared the following list of accounts Advertising Assemblers wages Production supervisor’s salary Depreciation of machinery Factory utilities Lathe (machine for shaping wood) Operators wages Machinery repairs Office salaries Purchase of glue Purchase of screws and nails Purchase of pine Purchase of oak $36‚000 84‚200 21‚400 9‚200 55‚600 66‚400 22‚600 113‚800 1‚600 800 99‚000 250‚000
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