We have entered into an age of widespread investor skepticism over nearly all aspects of corporate governance. Scandals are sapping investor confidence. With the financial shenanigans at Enron, WorldCom, Global Crossing, Tyco, Adelphia, Lucent, Xerox, Qwest, Ahold NV, Peregrine and other public companies permeating the news, many are seeking ways to improve corporate governance and, in particular, Director accountability to Shareholders. Solutions involving better disclosure and stiffer penalties miss the big picture.
April 12,University of Texas at Dallas The gender compensation gap between women and men is well-documented, and research shows that the gap is wider in the top positions.
Overall, the researchers suggested that the gender gap in CEO pay in emerging economies may result from a perceived mismatch between cultural perceptions of female gender roles and perceptions of leadership traits. Livia Markoczy, associate professor of organizations, strategy and international management Joyce C.
Livia Markoczy, associate professor of organizations, strategy and international management; and Dr. Jindal Distinguished Chair of Management, are co-authors of the study, which was published in the Journal of Business Ethics.
The researchers wanted to explore how female CEOs are compensated in emerging economies. China was chosen in part because an increasing number of women are rising through corporate ranks in Chinese companies. Also, the process for determining CEO pay is less formalized and transparent in China compared to developed economies.
Using a sample including 1, firms in China, the researchers studied CEO compensation between and They gathered data from publicly listed firms on the Shanghai and Shenzhen Stock Exchanges. Clash of Expectations The study examines how, in emerging economies, leaders are typically associated with agentic traits, or those more focused on outcomes, including aggressiveness, competitiveness and independence.
In contrast, women are stereotypically considered more compassionate, inclusive and sympathetic.
These communal traits, which consider group dynamics in decision-making, are often seen as incompatible with the agentic requirements expected of a leader. Female CEOs may narrow the pay gap by undertaking one of the following: Exhibiting agentic qualities, such as taking more risks, thus demonstrating traits desirable for leaders.
Working in female-dominated industries—such as broadcasting, retail, publishing, textiles or tourism, in which more than 50 percent of the employees are females—a context where communal traits are valued in leadership positions. However, for female CEOs, the researchers advised against doing both—taking risks in female-dominated industries.There is quite simply no compelling reason why shareholders should accept these conflicts and the resulting risks to audit quality introduced by non-audit work.
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Gap, Inc. (The) (GPS) ownership summary provides a high level overview of up-to-date institutional holdings and insider trades. A firm's capital structure is the composition or 'structure' of its liabilities.
For example, a firm that has $20 billion in equity and $80 billion in debt is said to be 20% equity-financed and 80% debt-financed.
The great expectations gap What is an audit for?.
Lawmakers, auditors, investors and courts all have different expectations. 1 Comment On: How Gap Inc. Engaged With its Stakeholders Florence Rollot | July 23, The company exclusively serving the shareholders will find a new position: the service of stakeholders, including shareholders.
The extended enterprise is the “solution” to face the successive economic crises and to move towards a society where we.