Matches in DBpedia 2015-10 for { <http://dbpedia.org/resource/Executive_compensation_in_the_United_States> ?p ?o }
- Executive_compensation_in_the_United_States abstract "Executive compensation in the United States differs from other employee compensation in the forms it takes, laws and regulation it is subject to, its dramatic rise over the past three decades and wide ranging criticism leveled against it.In the past three decades in America executive compensation or pay has risen dramatically beyond what can be explained by changes in firm size, performance, and industry classification. It is the highest in the world in both absolute terms and relative to median salary in the US. It has been criticized not only as excessive, but also for "rewarding failure"—including massive drops in stock price, and much of the national growth in income inequality. Observers differ as to how much of the rise in and nature of this compensation is a natural result of competition for scarce business talent benefiting stockholder value, and how much is the work of manipulation and self-dealing by management unrelated to supply, demand, or reward for performance. Federal laws and Securities and Exchange Commission (SEC) regulations have been developed on compensation for top senior executives in the last few decades, including a $1 million limit on the tax deductibility of compensation not "performance-based", and a requirement to include the dollar value of compensation in a standardized form in annual public filings of the corporation.While an executive may be any corporate "officer"—including president, vice president, or other upper-level manager—in any company, the source of most comment and controversy is the pay of chief executive officers (CEOs) (and to a lesser extent the other top five highest paid executives) of large publicly traded firms. Most of the private sector economy in the United States is made up of such firms where management and ownership are separate, and there are no controlling shareholders. This separation of those who run a company from those who directly benefit from its earnings, create what economists call a "principal–agent problem", where upper-management (the "agent") has different interests, and considerably more information to pursue those interests, than shareholders (the "principals"). This "problem" may interfere with the ideal of management pay set by "arm's length" negotiation between the executive attempting to get the best possible deal for him/her self, and the board of directors seeking a deal that best serves the shareholders, rewarding executive performance without costing too much. The compensation is typically a mixture of salary, bonuses, equity compensation (stock options,etc.), benefits, and perquisites. It has often had surprising amounts of deferred compensation and pension payments, and unique features such as executive loans (now banned), and postretirement perks and guaranteed consulting fees.".
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