A Quote by Warren Buffett
Too often, executive compensation in the U.S. is ridiculously out of line with performance. That won't change, moreover, because the deck is stacked against investors when it comes to the CEO's pay. The upshot is that a mediocre-or-worse CEO - aided by his handpicked VP of human relations and a consultant from the ever-accommodating firm of Ratchet, Ratchet and Bingo - all too often receives gobs of money from an ill-designed compensation arrangement.
Related Quotes
Too often, executive compensation in the U.S. is ridiculously out of line with performance. That won't change, moreover, because the deck is stacked against investors when it comes to the CEO's pay.
'Ratchet' has a lot of meanings. You can be a bad ratchet or a good ratchet. You can have fun, be ghetto, and get ratchet.
Compensation needs to be predominately performance-driven. If CEO compensation was performance-driven, which I believe it was in IBM's case, nobody would ever argue. If the shareholders didn't make billions and billions of dollars, I wouldn't make millions of dollars.
The CEO announces that the purpose of the firm is to improve the lives of the customers and the lives of the firm's stakeholders and the quality of the planet. The company will give fair compensation to all the stakeholders and the CEO will not earn more than 20 times the median income of his employees. He will want his employees to rate him, just as he also has to rate them.
The inequality between CEO compensation and the compensation received by workers and stockholders has grown to such an extent that it endangers our economy and and our society.
When we came out, they just labelled us 'ratchet music' cos we said 'ratchet' a lot. Ratchet means that's it's ghetto, but I would just call the music we're making just good music.
If CEO compensation was performance-driven, which I believe it was in IBM's case, nobody would ever argue. If the shareholders didn't make billions and billions of dollars, I wouldn't make millions of dollars. My salary was the same for 10 years. It was all performance-based.
It's important to understand the compensation equation that a CEO and a founder has with his or her employees.
When determining appropriate levels of compensation, management must determine if the employee turnover rate is too low, too high, or just right. If turnover rate is high enough to adversely impact the entity's performance, then employee compensation is probably too low.
The great irony of executive compensation is, if you pay your employees more, you're gonna create more demand for your goods and services! Which is gonna lead to more executive compensation than if you pay your employees less and try to take all the cream off of the top.
Because we weren't having success finding a CEO, our investors insisted that we hire these managers a temporary CEO and CFO. That didn't go great.
The life of a woman is worth half of that of a man [in Iran]. If a terrorist attacks me and my brother on the street and we are both injured the same, the compensation he receives is twice as much as the compensation that I would receive.
Economic liberalisation has seen a big and often well-deserved spurt in executive compensation, especially for professional managers.
The relationship between executive CEO pay, stock performance is tenuous and not easily unscrambled, just one of myriad factors that affect the price of a stock.
One of the big failures for the big auto companies is that even the CEO and the top management often don't understand design and manufacturing. As a CEO, you have to make decisions; you need to have knowledge.
Unlike the victims of 9/11, who received plenty of relief aid compensation from the government and charitable institutions, those who suffered hate crimes were given very little. As tax-paying citizens of the country, they too deserved similar compensation.
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