Problems And Countermeasures Of Executive Payment Mechanism In Listed Companies

Under financial crisis background, and more and more workers lose their jobs, the company high tube salary does not reduce instead rises, which has caused populace's disaffection absolutely. Specially Wall Street's Investment bank's executives still obtained more than ten million bonuses. This causes the people to question that who decides the high tube salaries, do manages set high salaries for themselves or come by the system to restrain?Executive compensation is knotty problem, it is easy to cause the gap between rich and poor, also easy to cause the social public dissatisfaction and the scandal. On the other hand, also reflected the government's incompetence and helpless, the rigidity of executive pay salary system and executives unbridled, largely due to the greed, finally lead to the financial crisis. And the relative to the executive pay skyrocketing, enterprise staffs salary increase slowly, which seems to make staff and senior management of salary gap more and more big, in order to safeguard social justice, the salary system reform should be put on the agenda, and build a reasonable and scientific decision of executive compensation mechanism is imperative.At present our country's Executive compensation decision mechanism is not very perfect, the company Executive's salary structure is unitary, meanwhile, by the short-term drive primarily, and neglects the long-term drive. And, in the listed companies in China is still using traditional performance evaluation system, which may be relevant to the majority of the Chinese securities market is not perfect. In the securities market, the stock price to be manipulated, a lot of insider trading, indeed, to measure the performance of stock company do exist deficiencies. China's current salary system widely used, although there are many drawbacks, but the good news is, at present our country adopts option incentive enterprises more and more, pay more attention to the interests of the shareholders, the battle for control of Gome is the best example. Gome is events toward the legalization of corporate governance.According to analysis of the question, the logical sequence to solve the question, using normative research method and the method of comparison research, this paper has five parts:This article first part is an introduction, mainly narrated that the selected topic background as well as the selected topic practice significance, and has carried on the summary to the domestic and foreign literature. This article second part is the theoretical analysis. Firstly, mainly describe concept of the executive compensation for enterprises and the decision of executive compensation mechanism, and then, make some analysis in detail, and describe the basic content t of executive salary mechanism.This article mainly elaborates part of executive compensation mechanism for basic problems and theoretical analysis. First is the high tube salary and the enterprise achievement relevance is not high, The second is incentive compensation in shares of the company executive pay design flaws, The third is due to imperfect corporate governance institution give chances to executive to pay themselves.The fourth part is the decision about foreign executive compensation mechanism, and combining with the Chinese situation, borrowing the experience.This article fifth part mainly aims at the countermeasure which the question proposed. First is take the team as the foundation optimization salary structure, Second is the establishment take the EVA economical increase in value as the achievement appraisal foundation salary decision mechanism, The third is to perfect the corporate governance structure and function of the remuneration committee, the Fourth is perfect lawsuit mechanism of the high tube salary. Fifth strengthens the exterior supervision.