Is executive compensation a free market?

Article Abstract:

This article discusses whether executive benefits can be equated with free market variables. To fit common market variables benefits should have the capability of being compared, a supply and demand must exist and there must be data on prices, supply and demand information and the identity of the pruchaser and vendor. Mergers, acquisitions, company spin-offs and centralization or decentralization of firms all make it difficult to compare executive compensation but the data available on prices ect. help to support the idea that it can be seen in a free market light.

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Executive compensation: getting it right

Article Abstract:

Firm competitiveness is enhanced by the integration of reward systems into the compensation program. However, most companies encounter problems in the proper system applications. To remedy such problems, companies must ensure that the system is managed by efficient people. Although large compensation opportunities may also be prepared, they must be planned in long-term cycles. In addition, companies should continually review and innovate their executive incentive plans.

Analysis, Wage payment systems, Merit pay, Pay structure

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The general theory of incentive compensation: defining a spectrum of performance measurement

Article Abstract:

Compensation programs in US-based businesses are guided by the principle of pay for performance. Moreover, separate variable pay plans for managers and employees are common among US companies. This separation is evident in the way the compensation profession regards management and employee variable pay plans as distinct from each other. A general theory of incentive pay is presented.

Incentives (Business)

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