Show simple item record

dc.contributor.authorCalder, Jane
dc.contributor.authorShah-Hosseini, Suzanne
dc.date.accessioned2020-11-17T15:58:28Z
dc.date.available2020-11-17T15:58:28Z
dc.date.issued2013-04-01
dc.identifier.other4671226
dc.identifier.urihttps://hdl.handle.net/1813/74515
dc.description.abstractThe trend toward incentive-based, long-term compensation has increasingly strengthened as companies seek to align shareholder, management, and executive interests, especially in light of the financial crisis of 2008. Privately held companies face a unique challenge because they are not in a position to easily offer stock options as a means of a long-term incentive plan; although possible, it is both cumbersome and dilutes the owners’ control of the company. We have identified two alternative means of providing incentives to managers and executives: deferred compensation and the use of perquisites. In addition, we provide a closer at look at the impact and efficacy of the trend toward incentive-based pay on employee and business performance.
dc.language.isoen_US
dc.rightsRequired Publisher Statement: Copyright held by the authors.
dc.subjecthuman resources
dc.subjectexecutive compensation
dc.subjectwork incentives
dc.subjectcompensation strategies
dc.titleWhat are the Most Effective Executive Compensation Strategies for Levels not Eligible for Long Term Incentive?
dc.typearticle
dc.description.legacydownloadsWhat_are_the_most_effective_executive_compensation_strategies_for_levels_not_eligible_for_long_term_incentive.pdf: 3355 downloads, before Oct. 1, 2020.
local.authorAffiliationCalder, Jane: Cornell University
local.authorAffiliationShah-Hosseini, Suzanne: Cornell University


Files in this item

Thumbnail

This item appears in the following Collection(s)

Show simple item record

Statistics