问题是,出于自尊,所有CEO——甚至那些每年获得420万英镑股票分红的人,例如苏铭天爵士——都希望自己的薪酬至少与他或她的同行类似。其他人也希望获得同样的特权,就像埃舍尔(Escher)的那副画作:所有人都在攀登一段永无尽头的楼梯。
They were trained into it by the investors who are now unhappy at the result. To incentivise them as shareholders wanted – to “align their interests – they were offered big rewards, much of it in the form of options or long-term equity handouts for outperforming others.
如今对这一结果表示不满的那些投资者把他们训练成了这个样子。为了像股东希望的那样激励他们——使高管和股东“利益一致——高管们获得了巨额报酬,其中很大一部分是期权或长期发放股票的形式,作为他们的业绩超过其他人的报酬。
Any chief executive will say this is the market at work – the demand for qualified and experienced CEOs is high and the supply is low. But it is a very strange market: excluding those with the potential to become leaders and including only the incumbents distorts prices.
任何一位首席执行官都会说,这就是市场的作用——对合格且有经验的CEO的需求旺盛,但供应较少。但这个市场非常奇怪:将那些具有领导潜力的人排除在外,只留下那些扭曲市场价格的在职CEO。
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