Compensation Structure Quotes

The payment of the worker is not determined by the value of his product.

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.

When it comes to salary negotiation, don't forget that salary is only one term of employment. What else is on the table - vacation time, benefits, bonuses, flex days? Before determining that these terms are 'must-haves' or 'giveaways' to get a bigger salary, find out what the counterpart has to offer.

The bonus for bankers fragilizes the system. Someone has the upside at the expense of others.

When traders were able to earn a million dollars, of which base pay was $150,000 to $200,000 and the rest was bonus, they would go for it. Now if you're sitting there earning $600,000, you become less risk-seeking. And if you have less risk-seeking, the ability of the market to be incredibly volatile is increased.

Employees, especially young people, want more than a paycheck.

I make 50 cents for showing up... and the other 50 cents is based on my performance.

My agent gets 10 percent of everything I get, except the blinding headaches.

I can make it very clear: I get paid if we make good investments. And if we don't, I don't get paid. I have no incentive to sell our companies to Google; the entrepreneurs get to decide that. We are minority shareholders.

I have a great job at a great company.

Some of the money going to the rookies can now be spent on people who have proved their worth. After all, the average playing life of a pro football player is about eight years and it is only fitting that the veterans get something for their efforts.

You cannot set salaries by decree. At the end of the day, it doesn't work with the market. What you can make sure to do is to train workers in order to make them more efficient and demand higher salaries because of their qualifications.

As you grow, it feels hopelessly corporate but it really is worth putting in place these compensation bands.

Financial planners who take commissions have a built-in conflict of interest...even with disclosure, my choice would be a Fee-Only planner.

It's important to understand the compensation equation that a CEO and a founder has with his or her employees.

It stands to reason: Higher wages means higher loyalty and morale, which means higher productivity, which means a more profitable business.

I think that's the responsibility of the CEO and the CEOs below me: to make sure that we're constantly putting people in places where they have the opportunity to develop into those careers but also having a rewards and recognition system that allows a great programmer to stay as a great programmer.

I think there needs to be modified penalties in training camp because there's severely modified compensation in training camp for all of us.

The money has to be deferred with what they call "clawback," which means they can get it back if I lose it all. So that guy making ten million a year selling credit default swaps, if we're going to keep five million of it in escrow for ten years, and with the right to go back and get it, if he starts losing money, then we're going to give people the right incentives not too take so much risk.

No one at Goldman Sachs gets paid out of his or her own P&L. It matters how your business is doing, but it matters more how the firm as a whole is doing.

We also have no incentive compensation of any kind. And the reason we don’t is because it is detrimental to teamwork.