As a PwC study of 1,100 executives found this year, most prefer simple, schemes and discount the value of long-term incentive plans – to the point where the amounts must be huge to affect motivation. “We need to consign to the scrapheap the agency model approach to executive pay, based on ‘rational economic man’, it concluded.
正如今年普华永道(PwC)对1100名高管的调查所发现的那样,多数受访者青睐于简单的计划,而不太相信长期激励计划的价值,认为数额必须大到足以影响动机才有用。调查总结称:“根据‘理性经济人’理论,我们需要把解决高管薪资问题的代理模式扔进垃圾桶。
Shareholders would get as much value in terms of motivation if everyone at the top were paid half the amount (as they were a few years ago). In economic terms, it would be more efficient – the absolute level of reward common at the top of public companies is becoming an impediment.
从动力方面来说,如果所有高层管理者的薪资都减半(与几年前一样),股东们将获得同样的价值。从经济的角度来说,这将变得更高效——上市公司高层普遍存在的薪资绝对水平正变成一种障碍。
It may be logical for individual companies and remuneration committees to cough up multimillion rewards to executives. For public companies as a whole, and investors, it brings poor returns.
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