2011 annual report disclosure and now , page-5

Hi,

I have no objection whatsoever for rewarding performance. It should be based solely on two criterion

1. It should result in WIN-WIN situation for directors and shareholders

2. It should be awarded for efforts above and beyond the normal course of duty.


For 2010 /2011

- The share price more than doubled
- The company managed to sell the land at premium prices

So this resulted in

Issuing of 28 million options to directors at 8 cents excercise price
issuing of 32 million options to employees at 8 cents excercise price

employees getting short term bonus equal to their annual pay

It was a win-win situation and no one complained

For 2011/2012

- The share price has decreased

and Directors/executives want rewards (now 6 monthly)

This is a WIN-LOSE situation ie. directors/executives win while shareholders have lost a good percentage of their hard earned Capital


So the clear and Loud message is

- First create a WIN-WIN situation (like 2010/2011) and then put your hand up . You will be surprised to see how generous the shareholders are.