1、1本科毕业论文（设计）外文翻译题目某公司管理人员薪酬制度问题研究学院商学院专业人力资源管理班级学号学生姓名指导教师外文题目_EXECUTIVEPAYREBUILDINGTRUSTINANERAOFRAGE外文出处BLOOMBERGBUSINESSWEEK,20109P5656外文作者GEORGEBILL2原文EXECUTIVEPAYREBUILDINGTRUSTINANERAOFRAGEGEORGEBILLSECTIONFOCUSONTALENTCOMMENTARYFINANCEREFORMWILLBRINGUNINTENDEDCONSEQUENCESBEFORETHENEWREGSARRIV
2、E,BOARDSNEEDTOBULLETPROOFTHEIRCOMPENSATIONPOLICIESWITH26MILLIONPEOPLEUNABLETOFINDFULLTIMEJOBS,AMERICANSAREOUTRAGEDBYDISPARITIESINPAYBETWEENEXECUTIVESANDAVERAGEWORKERSASREALINCOMESCONTINUETODECLINEMULTIMILLIONDOLLARBONUSESATAMERICANINTERNATIONALGROUPANDMERRILLLYNCHCERTAINLYDIDNTHELPTWOCONSECUTIVEYEAR
3、SOFDECLININGCEOPAY,ONTHEOTHERHAND,HAVENTEITHERASARESULT,POLITICIANSARELININGUPTOGIVESHAREHOLDERSGREATERCONTROLOVEREXECUTIVEPAYONTHESURFACETHESECHANGESSOUNDLIKESHAREHOLDERDEMOCRACY,WHICHWOULDBEAGOODTHINGBUTRATHERTHANSOLVINGPROBLEMSWITHEXECUTIVECOMPENSATION,THEYMAYRESULTINMYRIADUNINTENDEDCONSEQUENCESC
4、ASEINPOINTTHEDODDFRANKWALLSTREETREFORMANDCONSUMERPROTECTIONACTGRANTSSHAREHOLDERSADVISORYVOTESONCOMPENSATION,ALLOWSACTIVISTSHAREHOLDERSWITHONLY3PERCENTOWNERSHIPTONOMINATEBOARDMEMBERS,ANDPROHIBITSVOTINGBYRETAILBROKERSREPRESENTINGSMALLSHAREHOLDERSTHESECHANGESARELIKELYTOEMPOWERSHORTTERMMONEYMOVERSSUCHAS
5、HEDGEFUNDSATTHEEXPENSEOFLONGTERMOWNERSANDPRESSUREMANAGEMENTTOFOCUSONTHESHORTTERM,WHICHISTHEEXACTOPPOSITEOFWHATSNEEDEDINANOTHEREXAMPLEOFGOODINTENTIONSNOTADEQUATELYTHOUGHTTHROUGH,THENEWYORKTIMESCALLEDONTHESECURITIESANDEXCHANGECOMMISSIONTOPUBLISHRATIOSOFCEOPAYTO“TYPICALEMPLOYEES,“IGNORINGVARIATIONSBETW
6、EENINDUSTRIESWHATABOUTBUSINESSESFOCUSEDONLOWWAGEEMERGINGMARKETSWHATABOUTDIFFERENCESBETWEEN3HIGHWAGESOFTWAREDEVELOPERSANDLOWWAGESERVICECOMPANIESIMPOSEDFORMULASFOREXECUTIVECOMPENSATIONSIMPLYWONTWORKATMANYCOMPANIESANDWEVESEENHOWPOWERFULTHETEMPTATIONCANBEFOREXECUTIVESTOMANIPULATESHORTTERMRESULTSTOINCREA
7、SETHEIRCOMPENSATIONTHEREGULATIONSTHATWILLSPRINGFROMDODDFRANKARESTILLBEINGWRITTENINTHEMEANTIME,RATHERTHANJUSTRESPONDINGTOPRESSURES,BOARDSANDCEOSHAVEASHOTATRESTORINGTHECONFIDENCEOFTHEPUBLICBYCRAFTINGRESPONSIBLECOMPENSATIONPOLICIESUNIQUETOTHEIRNEEDSDOINGTHISNOWWILLGIVEUSCOMPANIESANEDGEINFENDINGOFFINVES
8、TORSWHOAREINITFORTHEQUICKKILLITWILLALSORAISETHEIRODDSOFHOLDINGONTOTHETOPTALENTWHOSEPAYISTHETARGETOFALLTHISDEBATEANDIREHEREARESIXPOLICIESTHATSHOULDBERIGOROUSLYFOLLOWED,INCLUDINGINBADTIMESWHENBOARDSAREMOREPRONETOBENDTHERULESFORTHOSEINTHEIRTOPRANKSPROVIDEFULLTRANSPARENCYFORCOMPENSATIONPOLICIESANDACTUAL
9、PRACTICESPRINCIPLESANDPAYPOLICIESSHOULDBECONSISTENTOVERTIMENOVARTISHASBEENTHEFORERUNNERINEUROPEBYMAKINGITSCOMPENSATIONPRACTICESFULLYTRANSPARENTCREATEPOLICIESTHATREWARDLONGTERMPERFORMANCEWITHLONGTERMPAYEXXONMOBILWITHHOLDSMORETHANTWOTHIRDSOFITSOFFICERSCOMPENSATIONUNTILTHEYRETIREORFOR10YEARS,WHICHEVERI
10、SGREATERTHISFOCUSESEXECUTIVESONLONGTERMRESULTSANDPROVIDESFORSOUNDSUCCESSIONREWARDEXECUTIVESFORTHEIRPERFORMANCE,NOTTHECOMPANYSSTOCKPRICETARGET,FOREXAMPLE,COMPENSATESITSEXECUTIVESBASEDONSAMESTORESALESPERFORMANCERELATIVETOITSPEERSLENGTHENTHETIMEHORIZONFORBONUSESCOMPANIESSHOULDWITHHOLDSIGNIFICANTAMOUNTS
11、OFCOMPENSATIONUSINGRESTRICTEDSTOCK,WITHFORFEITUREFORACCOUNTINGADJUSTMENTSANDLEAVINGTHECOMPANYIN2009THETOP30OFFICERSOFGOLDMANSACHSRECEIVEDNOCASH,GETTINGBONUSESINRESTRICTEDSTOCKWITHTHREETOFIVEYEARVESTINGPERIODSINSTEADAVOIDFORMULAICAPPROACHESCOMPENSATIONTIEDONLYTOSHORTTERMMETRICSLEADSTOLONGTERMPROBLEMS
12、COMPANIESSHOULDINCLUDEQUALITATIVEPERFORMANCEMEASURESLIKESTRATEGYIMPLEMENTATION,RESEARCHMILESTONES,ANDLEADERSHIPDEVELOPMENTTO4MAKEITSSHIFTTO“LEADINGBYVALUES“RELEVANT,IBMINCLUDESBONUSOPPORTUNITIESFORFURTHERINGITSVALUES,ESPECIALLYINGLOBALCOLLABORATIONBOOSTEQUITYBETWEENWORKERSANDEXECUTIVESPEOPLEWITHGREA
13、TERRESPONSIBILITIESSHOULDRECEIVEGREATERCOMPENSATION,BUTONEWAYTOSIGNALTHATEVERYONEMATTERSISTODROPSPECIALPLANS,BENEFITS,ANDPERKSFOREXECUTIVESMEDTRONICGIVESEMPLOYEESA“MEANSTOSHAREINTHECOMPANYSSUCCESS“BYENABLINGTHEMTOBECOMESHAREHOLDERSTHROUGHCOMPANYFUNDEDEMPLOYEESTOCKOWNERSHIPPLANSTOREBUILDTRUSTANDNEGAT
14、ETHEIMPACTOFRESTRICTIVEREGULATIONS,CORPORATEBOARDSMUSTDEVELOPCOMPENSATIONSYSTEMSTHATREWARDALLEMPLOYEESFAIRLYANDAREAPPLIEDCONSISTENTLYTHISWILLFOCUSLEADERSONLONGTERMVALUECREATIONANDGIVEBOARDSASOLIDFOOTINGFROMWHICHTODEFENDTHEIRPOLICIESITMIGHTEVENENLIGHTENPOLICYMAKERSASTHEYFIGUREOUTHOWTOPUTDODDFRANKINTO
15、PRACTICEDIRECTORSOFLARGETECHNOLOGYCOMPANIES,THOSEINTHENASDAQ100,HISTORICALLYHAVEBEENBETTERPAIDTHANTHEIRCOUNTERPARTSATLARGEGENERALINDUSTRYCOMPANIESINTHENYSE100THISISLARGELYBECAUSETECHNOLOGYCOMPANIESBASEDIRECTORCOMPENSATIONMOREONSTOCKOPTIONS,WHILEGENERALINDUSTRYCOMPANIESRELYMOREONCASHANDSTOCKAWARDSINT
16、HEWAKEOFGOVERNANCELAPSESANDINCREASEDSTOCKMARKETVOLATILITY,DATAFROMFREDERICKWCOOKCOSHOWTHATNASDAQCOMPANIESDIRECTORCOMPENSATIONPRACTICESAREMATURINGANDBECOMINGSIMILARTOTHOSEOFNYSECOMPANIESDIFFERENCESINDIRECTORSPAYLEVELSANDPROGRAMDESIGNARENARROWING,ALTHOUGHTHEGAPISFARFROMBEINGCLOSEDFORMOREINFORMATIONONT
17、HESETRENDS,SEEOUREIGHTHANNUALRESEARCHREPORTONDIRECTORSCOMPENSATIONIN2010,DIRECTORCOMPENSATIONINTECHNOLOGYCOMPANIESWASUP18PERCENTCOMPAREDWITH2009THISTRACKSTHESTOCKMARKETRECOVERYINTHEFIRSTQUARTEROFTHISYEARTHEINCREASE,HOWEVER,RETURNEDTOTALCOMPENSATIONFORTECHNOLOGYDIRECTORSONLYTOTHELEVELITHADREACHEDIN20
18、04INTHETOP100NYSECOMPANIES,DIRECTORCOMPENSATIONCONTINUEDITSTRENDOFLOWTOMIDSINGLEDIGITANNUALINCREASESANDHASLAGGEDTECHNOLOGYCOMPANIES,EXCEPTIN2009,WHENGENERALINDUSTRYDIRECTORSRECEIVEDHIGHERTOTALCOMPENSATION5APRINCIPALREASONFORTHESHRINKINGCOMPENSATIONGAPBETWEENTECHNOLOGYANDGENERALINDUSTRYCOMPANIESISTHA
19、TSTOCKOPTIONSAREBECOMINGLESSPREVALENTINTHECOMPENSATIONPACKAGESOFTECHNOLOGYDIRECTORSALSO,FORBOTHNASDAQANDNYSECOMPANIESTHEEQUITYPORTIONOFDIRECTORCOMPENSATIONISINCREASINGLYBASEDONADOLLARAMOUNTRATHERTHANASANUMBEROFSHARESPROVIDINGADOLLARAMOUNTINSHARESDAMPENSTHEVOLATILITYOFCOMPENSATIONFROMYEARTOYEARBECAUS
20、ETHEIMPACTOFSTOCKPRICEFLUCTUATIONSISREDUCEDNASDAQCOMPANIESWILLLIKELYCONTINUETOHAVEMOREVOLATILETOTALDIRECTORCOMPENSATIONASLONGASTHEYHAVEAHIGHERINCIDENCEOFSHAREBASEDOPTIONAWARDSALTHOUGHREDUCEDFROMHISTORICLEVELS,OPTIONSREMAINASIGNIFICANTLYLARGERPORTIONOFCOMPENSATIONINNASDAQCOMPANIESTHANINNYSECOMPANIESA
21、LTHOUGHITREMAINSAMINORITYPRACTICEINBOTHGROUPS,TECHNOLOGYCOMPANIESAREMORELIKELYTHANGENERALINDUSTRYCOMPANIESTOVESTEQUITYOVERPERIODSLONGERTHANONEYEARTECHNOLOGYCOMPANIESMAYHAVELONGERVESTINGPERIODSBECAUSEEQUITYISALARGERPORTIONOFTOTALCOMPENSATIONTHANATNYSECOMPANIESLONGVESTINGPERIODSCANMAKEDIRECTORSBEHOLDE
22、NTOACONTINUEDSERVICERELATIONSHIPWITHTHECOMPANYINORDERTORECEIVETHEIRCOMPENSATION,WHICHRAISESGOVERNANCECONCERNSWEEXPECT,HOWEVER,THATPRESSURETOENDSTAGGEREDTERMSFORDIRECTORSANDHOLDANNUALELECTIONSFORALLDIRECTORSWILLCAUSEMORECOMPANIESTOSHORTENVESTINGOFDIRECTOREQUITYCOMPENSATIONTOONEYEARORLESSTOALIGNWITHAN
23、ANNUALSERVICEPERIODTHEUSEOFMEETINGFEESFORBOARDANDCOMMITTEESERVICECONTINUESTODECLINEINBOTHNASDAQANDNYSECOMPANIESANDISNOWAMINORITYPRACTICEINTODAYSENVIRONMENTOFSLOWBUSINESSRECOVERYANDGREATERREGULATION,NEITHERNASDAQNORNYSECOMPANIESHAVEROOMFORNOSHOWDIRECTORS,ANDFROMAPRACTICALPOINTOFVIEW,GETTINGRIDOFMEETI
24、NGFEESSIMPLIFIESDIRECTORCOMPENSATIONDURINGPERIODSWHENCOMPANIESHAVEMOREFREQUENTANDOFTENSHORTERMEETINGSBYPHONE,AQUESTIONISWHETHERMEETINGFEESSHOULDBEPAIDNOTPAYINGMEETINGFEESMAKESTHEISSUEMOOT,BUTDOINGSOALSOCAPSCOMPENSATIONATATIMEWHENMANYDIRECTORS,PARTICULARLYTHOSEINDISTRESSEDINDUSTRIES,AREWORKINGHARDERT
25、OFULFILLINCREASED6RESPONSIBILITIESDIRECTORSARERELUCTANTTOAPPROVEINCREASESFORTHEMSELVESWHENEMPLOYEEPAYINCREASESARELOWORNONEXISTENTANDPUBLICSCRUTINYANDCRITICISMOFEXECUTIVEANDDIRECTORCOMPENSATIONISHEIGHTENEDPERCEPTIONSOFINADEQUATEPAYINRELATIONTOTHEEXPECTEDWORKLOAD,HOWEVER,COULDFURTHERLIMITTHESUPPLYOFQU
26、ALIFIEDINDEPENDENTDIRECTORSPAYINGLEADORPRESIDINGDIRECTORSADDITIONALCOMPENSATIONISINCREASINGASTHELEADERSHIPANDGOVERNANCEROLESOFTHELEADDIRECTORHAVEBECOMEBETTERDEFINEDANDFORMALIZEDWHILEOURRESEARCHFOUNDTHATMORELEADDIRECTORSARERECEIVINGADDITIONALCOMPENSATION,MEDIANFEESFORTHISPOSITIONHAVENOTINCREASEDINEIT
27、HERLARGETECHNOLOGYORGENERALINDUSTRYCOMPANIESONEPOSSIBLEEXPLANATIONISTHATCOMPANIESROTATETHELEADDIRECTORPOSITIONITISNOTPOSSIBLETODETERMINEASIMILARTRENDINTHECOMPENSATIONOFNONEXECUTIVECHAIRMENBECAUSETHEREARETOOFEWOFTHEMAND,FORMANYCOMPANIES,THISPOSITIONISATRANSITIONSTAGEFORRETIRINGCHIEFEXECUTIVESNYSECOMP
28、ANIES,HOWEVER,CONTINUETOPAYSIGNIFICANTLYHIGHERCOMPENSATIONTONONEXECUTIVECHAIRMENTHANDONASDAQCOMPANIESTHEREASONSFORTHISARENOTEVIDENTBUTMAYBERELATEDTOPAYINGLOWERCOMPENSATIONFORBOARDMEMBERSHIPANDHIGHERCOMPENSATIONFORLEADERSHIPROLESONTHEBOARDTHETRENDFORMODEST,SINGLEDIGITINCREASESFORDIRECTORCOMPENSATIONI
29、SEXPECTEDTOCONTINUEIN2011FOLLOWINGTHESARBANESOXLEYACTIN2002,THEREWERESEVERALYEARSOF20PERCENTTO30PERCENTANNUALINCREASESASDIRECTORCOMPENSATIONREALIGNEDTOTHENEWREALITIESOFEXPANDEDRESPONSIBILITIESFORDIRECTORSANDINCREASEDDEMANDFORDIRECTORSWHOMEETINDEPENDENCERULESTHEPAYINCREASESCAMEATATIMEWHENTHESUPPLYOFN
30、EWDIRECTORSWASDECLININGDUETOTHEADDITIONALRISKSREALORPERCEIVEDOFSERVINGASADIRECTORWEDONOTEXPECTTHE2010DODDFRANKACTTOHAVETHESAMEIMPACT,HOWEVER,EVENTHOUGHITALSOINCREASESDIRECTORSREQUIREMENTSANDRESPONSIBILITIESINCREASEDTIMECOMMITMENT,EXPANDEDROLES,ANDASTRENGTHENINGECONOMYSUPPORTCONTINUEDINCREASESINDIREC
31、TORCOMPENSATION,BUTTHENEWGOVERNANCEENVIRONMENTMAKESSMALLANNUALCOMPENSATIONINCREASESMOREACCEPTABLETHANLARGECOMPENSATIONREADJUSTMENTS7AROBERTDBAILEY,GENERALCOUNSELFORBAUSCHLOMBINC,SAIDHESNOTSURPRISEDTOSEESALARIESSTALLING,ESPECIALLYFORINHOUSECOUNSEL“IGETPROBABLYTENSPAMEMAILSADAYABOUTTHISSTUFF,”BAILEYSA
32、ID“INHOUSECOUNSELISLIKEOUTSIDECOUNSEL,WEHAVENEVEROPERATEDWITHABLANKCHECKANDTHENEEDTOREDUCEANDCONTROLCOSTSISMOREPRESENTTHANITEVERHASBEENBEFOREIDONTTHINKITSACONCERNATALLTHEREALSTORYISTHEECONOMYHASSTALLEDOVERALL”BAILEYSAIDTHERATEOFPAYDECLININGORCHANGINGINANYWAYISATTACHEDTOTHEECONOMYCOMPANIESAREALWAYSLO
33、OKINGTOKEEPCOSTSDOWN,ANDTHATHASBEENNODIFFERENTINHISOFFICE“WEHAVEKEPTOURBUDGETSFLATFORASLONGASICANREMEMBER,”HESAID“OURBUDGETSCHANGEFORMATTERSTHATCOMEUP,BUTWERECONSTANTLYSEEKINGTODECREASETHECOMPANYSCOREOVERALLSPENDING”SHARONUNDERBERG,ASSISTANTGENERALCOUNSELANDVICEPRESIDENTINTHELEGALDEPARTMENTOFEASTMAN
34、KODAKCO,SAIDHERDEPARTMENTHASHADLAYOFFSANDFACESDECREASINGLEGALBUDGETS“LEGALDEPARTMENTSDONTOPERATEINAVACUUM,”SHESAID“WERENOTANINDEPENDENTENTITYITREALLYDEPENDSONECONOMICFACTORSANDHOWTHEYREAFFECTEDBYTHEECONOMY”SHESAIDTHEDEPARTMENTLOOKSFORWAYSTOBECOMEMOREEFFICIENTONEEXAMPLEISUSINGKODAKSCONTRACTMANAGEMENT
35、DEPARTMENTINTHEPAST,LAWYERSWERESPENDINGTOOMUCHTIMETRACKINGEXPIRINGANDONGOINGCONTRACTSTHEYREALSOLOOKINGTOCONSOLIDATETHENUMBEROFLEGALFIRMSTHEYUSEFOROUTSOURCINGANDWORKOUTNONTRADITIONALBILLINGPLANS“ITSCHALLENGINGTIMEWEREASKEDTOBEDOINGMOREWITHFEWERRESOURCESBOTHINTERNALLYANDEXTERNALLY,”SHESAID“ITSABALANCI
36、NGACTWEREDOINGOURBESTTOFINDCREATIVESOLUTIONS”UNDERBERGSAIDSHESNOTSUREHOWRAISESWILLLOOKNEXTYEAR“WELLSEEWHATNEXTYEARBRINGSTHOSEDECISIONSHAVENOTYETBEENMADEFORNEXTYEAR,”SHESAID“OURCOMPENSATIONSAREDETERMINEDONABROADBASIS,NOTJUSTTHELEGALDEPARTMENT,BUTBYTHEHUMANRESOURCESDEPARTMENTTHATSTHETRACKWEFOLLOW8WERE
37、LYONTHEMTODETERMINETRENDSANDSEEWHATTHEPLANSWILLBE”THEMEDIANCOMPANYINTHECOMPENSATIONREPORTISONEWITH30LAWYERSWORLDWIDEANDMORETHAN8BILLIONINWORLDWIDEREVENUESTHEHILDEBRANDTBAKERROBBINSSURVEYISUNIQUEAMONGLAWDEPARTMENTSURVEYSINITSCONTINUITYOVERTHEPAST25YEARSANDREPRESENTATIONOFLARGERLAWDEPARTMENTSTHECOMPEN
38、SATIONDATAINTHE2010SURVEYISASOFMARCH2010,COMPAREDWITHTHESAMEPERIODTHEPRIORYEAR资料来源BLOOMBERGBUSINESSWEEK,20109P56569译文高管薪酬在愤怒的时代重塑信任乔治比尔财政改革将带来意想不到的结果。在新的规定下达前，董事会需要防弹其补偿政策。美国人之所以感到愤怒是因为26亿人无法找到全职工作，行政人员和一般工人的实际收入也在持续下降。拥有数百万资金的美国国际集团公司和美林证券公司也不能摆脱这种情况。连续两年CEO的薪酬呈下降趋势,并且没有回升的迹象。因此,政客们争着给股东更大的权利控制管理者的
39、薪酬。表面上这听起来似乎是实现了股东民主,那将会是一件好事。然而要解决管理层薪资水平的问题,可能会导致一系列意想不到的后果。例如DODDFRANK金融改革法案和消费者保护法授予股东就补偿方案进行表决,允诺补偿那些激进的股东3的股份所有权来为提名的董事会成员投票,并禁止由零售经纪人代表小的股东。这些变化可能使短期资金推动者如给对冲基金的长期持有者带来损失，并且压力管理把注意力集中在短期内,这与所需要的是相反的。另一个例子说的是善意并不等于深思熟虑,纽约时报呼吁美国证券交易委员会发表CEO付给“典型的员工“薪酬的比率，以此比较不同行业的薪酬。为何商业知识总集中在那些低工资的新兴市场呢高薪软件开发商
40、和低工资服务公司之间有何差异在许多公司强行的行政补偿策略根本不起作用，而且我们已经见过经营者如何有力的用诱惑来操纵一个短期的结果来增加员工报酬的补偿。起源于DODDFRANK的条例还未被写出来。与此同时,而不仅仅是应对压力,董事会和首席执行官可以尝试通过完善的薪酬政策来恢复公众的信心从而满足他们的需求。这种做法将使美国公司避开那些靠占了优势的投资者的突袭。这种为吸引顶尖人才增加比率的措施也是争论和愤怒的靶子。这里有6项规定应严格遵循,其中包括在不景气的时候董事会更容易修改那些最高等级的规定101、所提供的完全透明的薪酬政策和实际工作，原则和支付政策应该保持一致。诺华公司是欧洲实行补偿实践完全透
41、明政策的先驱。2、制造政策奖赏长期绩效的员工长期报酬。EXXONMOBIL保留负责人员超过三分之二的补偿,直到他们退休或10年之久,无论成绩突出与否，才发给余下的补偿。这种从长远的结果来考察主管们绩效的方法让我们听到了胜利的掌声。3、奖励管理人员的表现,而不是公司的股票价格。可以有这样的标准，例如，以相对于其他同事的同店销售表现为基础，奖励公司的总监。4、根据延长的时间定奖金。公司应保留了一些有意义的限制权益股票制补偿,调整没收的财产进而离开公司。2009年高盛投资公司前30名主管没有收到现金,他们的奖金由35年的受限股票代替。5、避免老掉牙的方法。关系到奖励的短期评价失衡会导致长期的问题。公
42、司应该包括定性业绩指标,比如战略实施,研究里程碑,与领导艺术发展。为了把奖励转变成以价值或其相关事项为主，IBM把分红机会也包涵在内，特别是在国际合作中。6、促进工人与高级管理人员之间的公平。负责的员工应受到更多的补偿,但显著的是每个人都因主管而放弃特别的计划、福利和津贴。美敦力公司通过公司资助职工持股计划使员工成为股东让他们分享公司的利润。重建信任和否定非限制性规章制度的影响,全体董事会必须开发补偿系统公平公正的鼓励员工并贯彻实施。这将焦点领导人对长期价值创造和给板一个坚实的基础,来保卫自己的政策。它甚至可能启发决策者和他们找出如何将DODDFRANK付诸实践。这将使领导者关注长远的创造价值
43、，给董事会一系列基础性的保护措施。甚至能启发决策制定者制定出将DODDFRANK付诸实践的方法。大型技术公司的负责人,相较于同行普通企业，那些在NASDAQ在NYSE所获得更高的报酬。这在很大程度上是因为科技公司薪酬制定以购股选择权为基础,而普通企业更多的是依靠现金和股票奖励。随着管理的失误和股票市场的波动,FREDERICKWCOOKCO用数据指出NASDAQ的主管薪酬制度日渐成熟且越来越似NYSE公司的薪酬制度。董事薪酬水平的差异及程序设计差距在缩小,却没有完全解决问题。11到2010年,高管补偿金与2009年相比上升了18个点。表明股票市场在今年第一季度已有回升趋势。然而，这仅仅只达到了
44、2004年的水平。在NYSE前100名的企业，主管的补偿金却是持续下降且已落后于技术公司，尤其是在2009年，普通企业的主管拿到了最高的补偿金。导致技术公司和普通企业补偿金差异的一个很重要的原因是购股选择权在支付给高科技公司主管薪酬时不大适用了。同样的，薪酬的公平公正在NASDAQ和NYSE的公司也建立在数美元而非股份的基础上。假使股票分红年年抑制补偿金的作用，那也是由股价的下跌所引起的。只要NASDAQ公司更有几率实行股票分享奖励，其股价就更有可能持续起伏。尽管较历史而言有所减少，NASDAQ却比NYSE剩余期权更多。尽管两个群体仍保留着少数的惯例，科技公司的普通股比一般公司的稳定期长。科技
45、公司的归转期更长因为公平是NYSE公司的补偿金的很重要的内容。归转期能使主管为了补偿金而对公司的业绩上心，这正是高层们所担心的。不管怎样，我们期待主管压力的降低，年度主管选举引起更多的公司缩短员工的退休金期限。NASDAQ和纽约证券交易委员会公司的董事会和委员会会议费用的利用在持续下降。目前经济缓慢的复苏着，NASDAQ和纽约证券交易委员会公司制定了明化补偿金的策略。不支付会议费用在同一时期也超过了许多公司的补偿金，尤其是那些处于低谷期的企业，努力工作以期能改变这种窘境。当下属们的工资没有增加或降低时主管们就不大愿意增加自己的工资了，这会使得评判工资不公的声音增加。低报酬观念与工作期望有关，可
46、以在很大程度上限制主管们的自立能力。领导或统治者支付给主管额外的补偿金的规定已经越来越规范化和正式化。研究表明，越来越多的高官们得到额外的补偿金，但在大型的科技公司和一般企业员工的补偿金却并未增加。一种解释说是公司时主管地位发生旋转的缘故。非常务董事会主席不可能确定相似的补偿金制度，对许多企业来说，这个位置是首席执行官退休前的一个转变性的台阶。然而，NYSE的公司却继续支付给非常务董事会主席较高的补偿金，NASDAQ却没有。这种原因的现象不明显却有可能与支付员工低报酬，支付给领导高报酬有关。保守估计，2011年主管补偿金有望增加一个单位数。2002年SARBANESOXLEY12法案后，接下来
47、的几年里每年补偿金都有2030的涨幅，工资增加每次在意外的风险导致供给失衡是产生。我们不希望2010年DODDFRANK法案还有同样的影响，即使高层的工资已有增长。时间的投入，角色的拓展，经济的巩固继续引起补偿金的增长，但新的环境管理办法虽使补偿金增长幅度减小却更能让人接受。AROBERTDBAILEY，一名普通的律师声称他一点也不意外看到拖延薪水发放的现象，尤其是企业内部律师。BAILEY说工资的波动与经济直接相关。公司总是限制着费用的使用，在他自己的公司情况也没有不同。“我们总是将预算控制在预定范围内,”他说,“我们的预算会随着发生的事情改变,所以我们总在寻求降低公司开支的方法。SHARO
48、NUNDERBERG，柯达公司的副总裁说他下属的部门已开始裁员，律师诉讼预算费用也面临着减少。“不要让法律部门成为虚悬的部门,”她说。“各个部门间并不是独立存在的。事实上它也取决于经济因素且受到经济的约束。”她说部门改革将使部门运转更加效率。其中一个例子就是柯达使用合同来管理部门。在过去,律师花了太多时间去查看那些到期或还未到期的合同。他们也想固定采购来源,制定非传统计费计划。“这真是充满挑战性。我们要求用更少的资源做更多的事情,”她说。“这是件很困难的事情。我们正尽最大的努力寻求更好的解决方案。”UNDERBERG说她不知道明年能否加工资。“我们看看接下来一年将带来什么。这些决定并不有利于明年的计划,”她说。“我们的补偿金已经在宽敞的大路上,不仅仅是法律部门,也包括人力资源部门。那是我们跟随的脚步。我们依靠于他们的决定并看着计划的实行。“有关赔偿金的报道的大多是全球超过80亿美元收入的30名国际顶尖管理人员。HILDEBRANDTBAKERROBBINS的调查在过去的25年里是独一无二的，且代表了更多的部门。2010年3月调查的2010年度补偿金额显示,与同时期相比这是超前的。资料来源彭博商业周刊,20109P5656
