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General readers have no idea why people should care about what executives are paid and why they are paid the way they are. That's the reason that The Wall Street Journal, Fortune, Forbes, and other popular and practitioner publications have regular coverage on them. This book not only proposes a reason--executives need incentives in order to maximize firm value (economists call this ""agency theory"")--it also describes the nature and design of executive compensation practices. Those incentives can take the form of benefits (salary, stock options), perquisites (reflecting the status of

Executives --- Executive compensation --- Salaries, etc. --- Salaries, pensions, etc.

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Executives --- Salaries, pensions, etc --- -Business executives --- Company officers --- Corporate officers --- Corporation executives --- Managers --- Management --- Salaries, etc --- -Salaries, etc --- Executive compensation --- Salaries, pensions, etc.

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The chief executive officer (CEO) of a corporation and his or her executive team are responsible for the management of the business and its continued operating and financial success. The CEO and executive team are almost always highly compensated and the relative total compensation has mushroomed over time. Most of the compensation now is designed to be performance-based, but leading to charges that executives have incentives to manipulate corporate earnings and stock price in the short-term for their own self interests. The compensation at some companies became so egregious (Enron and other tech-bubble failures or Citigroup and other banks during the subprime meltdown) that compensation again became a major public policy issue subject to federal regulation. (Popular outrage and calls for government action against well-paid CEOs has been common at least since the 1930s.)

Executives --- Salaries, etc. --- agency theory --- compensation accounting --- economic theory --- executive compensation --- proxy statement and 10-k disclosure --- stock options/stock-based compensation

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This paper examines how corporate governance and executive compensation affected bank capitalization strategies for an international sample of banks in 2003-2011. "Good" corporate governance, which favors shareholder interests, is found to give rise to lower bank capitalization. Boards of intermediate size, separation of the chief executive officer and chairman roles, and an absence of anti-takeover provisions, in particular, lead to low bank capitalization. However, executive options and stock wealth invested in the bank are associated with better capitalization except just before the crisis in 2006. In that year, stock options wealth was associated with lower capitalization, which suggests that potential gains from taking on more bank risk outweighed the prospect of additional loss. Banks' tendencies to continue payouts to shareholders after experiencing negative income shocks are shown to reflect executive risk-taking incentives.

Bank Capital --- Banks & Banking Reform --- Corporate Governance --- Corporate Law --- Debt Markets --- Dividend Payouts --- Economic Theory & Research --- Executive Compensation --- Finance and Financial Sector Development --- Investment and Investment Climate --- Private Sector Development

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The compensation packages of a growing proportion of firms include pay schemes that are linked to employee or company performance, yet little is known about the patterns of performance related pay. This book compares US and European CEOs to investigate the evolution of executive compensation, its controversies, and its resulting regulations.

Executives --- Merit pay. --- Salaries, etc. --- Merit increases --- Merit pay programs --- Merit pay systems --- Merit-type salary schedules --- Pay for performance --- Salary schedules, Merit-type --- Variable pay --- Performance awards --- Wages --- Executive compensation --- Salaries, pensions, etc. --- Merit pay --- Executive ability --- Business executives --- Company officers --- Corporate officers --- Corporation executives --- Managers --- Management --- Administrative ability --- Executive skills --- Ability --- Salaries, etc --- E-books --- -Merit pay --- -Executives --- -Executive ability --- -Salaries, etc.