Course outline for BUSN85 STRATEGIC CORPORATE FINANCE, Fall 2014, 7.5 credits Introduction The main objective of the course is to further your understanding of the theory and econometrics of corporate finance beyond what is covered in previous courses in corporate finance (esp BUSN92 Empirical Corporate Finance). It is not necessary to have completed BUSN92 Empirical Corporate Finance (corporate finance students), nor BUSN80 Financial Econometrics and BUSN81 Theory of Corporate Finance (MSc finance
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Journal of Accounting and Economics 31 (2001) 255–307 Empirical research on accounting choice$ Thomas D. Fieldsa, Thomas Z. Lysb,*, Linda Vincentb b Graduate School of Business Administration, Harvard University, Boston, MA 02163, USA Kellogg Graduate School of Management, Northwestern University, Evanston, IL 60208, USA Received 21 January 2000; received in revised form 31 January 2001 a Abstract We review research from the 1990s that examines the determinants and consequences of accounting
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Governing the House of the Mouse: Corporate Governance at Disney from 1984-2006 CASE ASSIGNMENT At the departure of Eisner, Chairman George Mitchell and new CEO Robert Iger are preparing to move the company forward. They have invited your consulting firm to meet with the new Board of Directors and discuss the situation at Disney. To familiarize yourself with the client, your first task is to prepare a background report which analyzes Disney's business environment and strategy. 1. What
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the S&P 500 Index, the Russell 1000 Index, NASDAQ 100 Index and the Russell 1000 Growth Stock Index. Cisco headquarters are located at: 170 West Tasman Dr. SAN JOSE, CA 95134-1706 United States +1-408-526-4000 (Phone) Executive Compensation Compensation for executives consists of three parts including the base salary, variable cash incentive awards, and long term equity based incentive awards. As the chart below displays, the base salary for John Chambers is set at $ 375,000 which is well
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Compensation and Benefits Plans In week three, the team openly discussed evaluating pay and incentive systems, as well as, direct and indirect compensation topics in their related fields. Feedback revealed two out of the three members believed compensation to be relatively equitable. Working for a publicly traded organization, one member wondered why stock options were not included in her current compensation package. Understanding effective merit-pay systems and what they entail made her realize
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PAY FACTORS 1. Kinds and levels of required knowledge and skills There is an old adage that states “it is who you know not what you know” that will get you the job, pay or promotion you want or seek. Perhaps this is true but in my opinion it is partly true. We live in an economy and business atmosphere that are seeking and relying on knowledge and skill that a person will bring to a corporation or organization that will contribute its profitability. Today, there is a lot of buzz about green
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product or geography or a matrix organization? Provide a diagram if helpful to illustrate. Is this organization effective? 4. Describe the compensation package for executives and employees within the firm. Discuss whether or not you believe that the compensation package is effective and any suggestions that you might have for improving the compensation package. ANSWERS Citigroup is a global financial organization that operates in hundreds of countries offering both institutional and consumer
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NTRODUCTION Over the past a few decades, executive pay has risen dramatically in the United States. As of 1960, the average CEO at a large corporation made approximately $190,000 (equivalent to approximately $1.3 million today). The 1990s saw one of the greatest wealth transfers in history, as CEO pay skyrocketed. S&P companies CEO pay went from 1993 average of $3.7 to $17.4 million in 2000 [1]. In 2010 the highest paid CEO was Viacom's Philippe P. Dauman at $84.5 million in 9 months [2]. Motorola
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Statistics, the average CEO compensation, including base salary and annual bonus, was $1.2 million in 1989, which was 45 times the blue-collar wage. In just ten years time, the average has significantly rose to $12.4 million, which was 475 times the blue-collar wage. This phenomenon revealed that companies are putting increasing emphasis on the CEO’s pay packages, holding a belief that better company performance could be achieved from a higher pay packages for executives. In other words, the correlation
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by Donald P. Delves who “is president of the Delves Group, a compensation and corporate governance consulting firm that advises boards of directors” (Delves, 2012). The article is titled “What about everyone else? The problem may not be that executives are paid too much, but that employees are paid too little.” 2. Statement of the Problem Studied In this article, Mr. Delves examined why people complain about executive pay, how companies used to inflate employee earnings, and how
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