My reaction Tip #4-Michael Garland

There should be legal action taken if anyone is fired and doesnt recieve pay. CEO'S are usually the most respected people with in their companies and should recieve pay just out of respect. It's the companies fault if they don't put certain things in contract stating if the CEO denies to be investegated or denies to give a testamony then thats a cause and reason for firing. Alot of companies consider the concept of "firing for cause" insead of "firing for failure". The companies are losing tons of money for outputing CEO'S. The example givin in the article stated that three CEO'S got millions of dollars after taking the company to court saying they were fired with out pay and without cause. Companies will save and benifit from not losing cash if they take the idea of "fire for cause"

My Reacion to Tip #4-Anne Acerra

I believe that if a CEO isn't doing his or her job then that person should be fired without pay and there should be no legal action that they can take against the people who fired them. I believe that all companies should do as Walt Disney Co. did and devise a way so that CEOs don't have the upper hand in everything. They can fire their leader with reasonable cause if they need to and the leader can't do anything about it.

My Reaction to Tip #7- Karli-Mae Ferris

"Link all long-term incentives to performance goals"

I believe this was one of the most important tips because it makes the most sense and would increase productivity. If an employee has a goal or positive incentive to work harder and to do better work then the company, as well as the employee reap the benefits. I think this would also increase employee satisfaction if they are achieving goals, raising their moral, and making their job an achievable challenge, rather than a day-to-day job without any thought, hope, or goal to work towards for the future.

My Reaction to Tip # 7- Joe Boulanger

I feel that it is a good idea to link all long term incentives to employees performing goals. What is a better way to reward hard working employees than to give them something in return. Employees work harder when there are incentives at stake, and many of them strive to accomplish goals not only for their regular salary, but for the incentives such as bonuses, vacations and others.
I think that more companies should have incentive programs to accomplish long term goals within the company. I have always found that whenever management offers me anything as an incentive at one of my jobs I tend to work harder, and work towards the goal of getting that incentive.

My Reaction to tip # 7 Charles Jordan Handy

After reading tip #7 I would have to say that I completely agree with it. Setting a link to incentives with long term company goals can only save the company and reward a job well done. By linking it to the amount of cash flow and stock price will help motivate the management team to do what is best for the company and share holders.
This way companies don't give incentives just to give them, but instead for good performance and leadership. This will save companies money and also help them keep track of the performance of there CEO.

My Reaction to Tip #5 - Steve Moore

As a CEO of a company you need to keep an eye on your competitors in the same business. The new disclosure rules are great because smaller companies are now required to name the companies that they are comparing their prices, etc. to. A representative from Eli Lilly & Co. said that they compare their pay practices against eight other drug manufacturers. Lilly & Co. is a smaller drug manufacturer that keeps a close watch on companies such as Johnson & Johnson to scope talent that they could bring to their company. This tip is focused toward the smaller companies that are focusing on keeping pace with thier competitors. Lilly spokesman, Mark Taylor, made a great point when he said that his company uses top-tier companies as benchmarks to make sure they are offering similar competitive packages.

My reaction to tip #1

1. Make sure the board's pay consultants don't also work for management

I feel that it is important to pay and get advice from consultants outside of the company because this allows for a outside view which you might be blinded to if you work inside the company. For example with Enron they used inside consulting which led to confusion and coruption. Also this allows for error free work.

My Reaction to tip #9

I believe that conducting checkups about pay practices is a very good idea. The economy is constantly changing and you want your company to be going with the flow of the economy. It is always good to be reviewing your pay practices and making sure everything is flowing properly and that there are no problems in the system. If you don't constantly check on your pay practices then there could be small errors that can end up causing huge problems in the long run.

My Reaction to Tip #4 - Amanda Guay

I have mixed feelings about departure deals for CEOs. Good for them if the deserve. Deals like that are usually part of a contract or in some form of writing. In contrast, if the CEO does not deserve it and has been shady, then I have a problem with them receiving a nice "going away gift." On the other hand, if it is going to cost the company even more money to go through litigation, then it is almost worth giving the CEO the money so he can run. I suppose one would have to weigh out the pros and cons of the situation.

Also, if companies are beginning to devise a new reason to fire their leaders for cause, for example Roger Iger, because they refuse to give testimony or cooperate with an investigation "into their or the company's business practices," then that is cause to get rid of them. If they do not want to testify to save themselves, then they are obviously shady and trying to hide something.

Classroom Ethics

1. Honesty
A. Students should be decisive and to the point.
B. Don't be unsure

2. Respect
A. Be quiet while others are talking.
B. No side conversations while others are talking.

3. Respect Syllabus policies
A. Show up on time.
B. Don't miss more that two classes without authorization of teacher.

4. No Sexist/Racists/ Party Potty language
A. Students should speak respectfully.
B. Students should not use party/potty language.

5. No lying, cheating, scamming
A. Br truethful/ do you own work.
B. Students should not take advantage of others.

PENALTIES!!!!

1. Two private warnings.
2. Meeting with professor and the affected party.
3. Penalty box in next class period.

My reaction to tip # 9 Pete Wilson

My reaction to tip #9 "Conduct regular checkups about pay practices."

ConocoPhillips directors will consider rotating their pay consultant every five years. "The benefit clearly is that you will get a fresh look," says Mr. Augustine, chairman of the ConocoPhillips pay panel. Basically what Mr. Augustine is stating is that it is important for a company to constantly keep refreshing their payments to their consultants. It is important to keep their trust and wanting to come back to that company knowing that they are the best company for them to deal with.

My Reaction to Tip #4 Jeff Scott

My reaction to tip #4 "Retreat from "pay for failure" by making it easier to fire for cause."

I believe this is a good trend that should catch on with many companies quick. It says that investor advocates have long complained about extravagant departure deals for unsuccessful CEO's. In September, three former CEOs won millions after challenging boards that fired them. I believe that if the CEOs were fired for good reasons then they should not be allowed to challenge the boards.

My Reaction to tip #7 -Jason Shaker

My reaction to tip #7 "Link all long-term incentives to performance goals"

It is important to base incentives after performance goals because it gets the employee to set goals for his or herself to strive for so that they can reach these incentives. It is always good for companies to have their employees set goals so there is a positive environment at work.