-
Share
3,622 Posts.
843
05/05/12
12:25
Share
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.
-