Executive Compensation

Please read the articles in the “Reading and Resources” section above on executive compensation and take a position on whether U.S. senior executives are overpaid or not, and briefly present your case. Provide examples from the course or external sources to support your position.

Labor Union Report. (2011, September). How unions kill jobs: The union tax.

  • This article highlights the costs of unionization to our country, our business and our jobs – from an obvious employer’s perspective.

Eduardo Porter, E. (2012, July). Unions’ past may hold key to their future. The New York Times.

  • This New York Times article briefly describes the current state of unionization in the U.S. and speculates on its future.

Garuth, D. L., & Handogten-Garuth, G. D. (2002, July). Fundamentals of international compensation. Winston J. Brill & Associates.

  • The authors of this article list and describe the various elements of compensation and benefits generally provided to U.S. citizens assigned to job positions internationally.

Use the following resources to assist you with your response for Unit 7.1 DB: Executive Compensation.

  • Miller, S. (2013, July). Most CEO’s are not overpaid, study suggests. Society of Human Resources Management.
    • According to this article, U.S. CEOs earned total compensation of $360,000, including benefits, perks and equity gains in 2012, according to the new CEO and Senior Executive Compensation in Private Companies Report by Chief Executive Group.

Videos:

Watch Video
Getting Executive Pay Right

Duration: (4:49)

User: towerswatsonconsult –
Added: 7/21/11

YouTube URL:
http://www.youtube.com/watch?v=eKFGSIiATl0

Watch Video
What do Executives Think About Compensation?

Duration: (4:32)

User: pwc –
Added: 8/21/12

YouTube URL:
http://www.youtube.com/watch?v=0UhCJuBhf9c

In this video Marc Ullman, leader of Towers Watson’s Executive Compensation practice in New York, discusses the key challenges companies face in designing effective executive pay programs and why the proper alignment between pay and performance is often anything but straightforward.

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