I did mention in an earlier post re my views regarding management and directors. In short when appointments are made a pre employment/appointment condition should be that they hold a chunk of shares paid for by themselves of an amount such that they align themselves with shareholders. Call it an performance incentive. Further, if on each of their yearly anniversaries if share price is lower than when they started, a cut in their pay by the same in percentage terms - or the opposite. If performance of a company is such that a share goes from 10c to $1.00 I don't imagine holders would be unhappy with management pay rises. Underperformance would then have real consequences on their pay/allowances.
I know it sounds too simplistic or perhaps to hard to administer or even too draconian, but something should be done to change the existing entrenched cultural habitual industry acceptance. As things stand, it'll never happen.
Currently the measures employed for pay/bonuses etc seem to be favouring top brass irrespective of company and/or share performance.
Unfortunately, looking after the small shareholders of any company is hardly on the agenda at Board meetings. Whilst we as retail holders have an equal footing in relation to voting as per the size of our holdings, we are outgunned by the larger institutional holders on every matter and on every occasion. So we put up, live in hope or simply sell our holdings.
The share price performance of NCZ has been dismal. In this case, management appears to have worked hard as the company has ramped up production and refurbished the plant progressively. Not sure what will turn it around nor when. Holding for better days - and hoping it's not just dreaming! All the best. AIMHO as always.
NCZ Price at posting:
17.5¢ Sentiment: Hold Disclosure: Held
