21.03.2019 - Studies
The remuneration systems of DAX companies do not lead to executive board members acting like long-term owners. For example, board members hardly ever come into contact with shares of their own company.
A manager has "skin in the game" if his financial situation is linked to the long-term success of the company. This commitment is intended to ensure that a manager acts farsightedly, taking into account the interests of the owners and other stakeholders. In our study "The Key to Skin the Game," we formulated a catalogue of requirements for executive compensation systems.
Our four central requirements are as follows: Share ownership, a deferral of short-term compensation components, long holding periods for share-based programs and clawback policies.
Checking the DAX companies for these four requreiments leads to a sobering result. None of the DAX companies' compensation systems fully meets our requirements.
This study in only available in German.
1 Vgl. Immenkötter, Lehmann (2019): „Der Schlüssel zu Skin in the Game“, Flossbach von Storch Research Institute.
2 Nettozufluss entspricht dem Zufluss aller Vergütungsprogramme des letzten Geschäftsjahres abzgl. 42 % bzw. 45 % Einkommensteuer.
3 Das Unternehmen führt an, dass dieser Rückforderungsanspruch den Herausgabeanspruch im Falle einer ungerechtfertigten Bereicherung nach § 812 BGB ergänzt.
25.01.2019 - Companies
07.12.2018 - Companies
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