Executive Greed

From a Forbes.com article on Executive Optimism: (Credit to Gregg Easterbrook, among others, who introduced this idea to me)

Equally perilous will be Executive greed. One very simple way that CEO’s could manage expectations, keep their jobs and make a positive impact to their company’s bottom line is to make their salaries and bonuses directly proportional to the least-paid staff member in their organization. In this way they will benefit only when everyone in the organization feels the effects of positive change in the economy. When CEO’s who fail miserably are rewarded with multiple millions of dollars in bonuses and retention fees it should be no surprise that shareholders and workers are going to expect to see some tangible reward as well.

Advertisements

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s