РАЗВИТИЕ СИСТЕМ МОТИВАЦИИ И ВОЗНАГРАЖДЕНИЯ ВЫСШЕГО РУКОВОДСТВА КОРПОРАЦИЙ

Abstract

Motivation and remuneration of the top management of corporations is always in the area of special attention in both foreign and domestic research. The public believes that the high incomes of top managers are not justified and are not supported by real achievements. If the mechanisms for determining wages in Russian corporations with state participation are partially regulated, then in public joint-stock companies the issues of remuneration of top management, according to the owners, are an internal matter of the company and are not subject to regulation. The lack of regulation opens up wide opportunities for the use of various mechanisms of motivation and remuneration, which reflect the specifics of the corporation and social policy in relation to top management employees. The purpose of the study is to identify the best practices and reserves of Russian companies in matters of remuneration for the top management of a corporation. The object of the study is the remuneration of the top management of corporations. The subject of the research is the mechanisms of remuneration of top managers of companies. Research methods are applied: analysis, synthesis, generalization, modeling and classification. Main results: in order to increase the effectiveness of motivation systems, it is necessary to strengthen the long-term and strategic orientation of motivation and remuneration, reduce the share of remuneration “from what has been achieved”, and develop option programs based on preferential distribution of company shares. It is advisable in motivation systems to provide for penalties for large losses of the company that have arisen through the fault of the company’s executive management.