Abstract
As the scrutiny placed on executive compensation increases, so too must companies continue to be diligent in designing and implementing their compensation arrangements. They must be competitive with peers so they can attract and retain their talent but must continue to maximize shareholder value and manage third party perceptions of their pay practices. Companies must be prepared by asking the right questions and being ready to respond to criticism, especially if they engage in poor pay practices as determined by shareholder advisory firms.
Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
