I found a portion of chapter 3. On page 49 under the headline “It’s who you pay, not how you pay them”. Interestingly enough we would assume that in top good to be great companies that there was lots of bonuses and stock incentives. Yet, among the companies it was statistically recorded that “good-to-be-great executives received slightly less total cash compensation ten years after the transition than their counterparts at the still-mediocre comparison companies!” This made me realize that you really do have to have the best executives and they will benefit a company. You then wonder about companies such as Apple Inc. who I currently work for. They offer amazing incentives, yet after a few months after the initial hype of a new Apple Store, you can see the people beginning to dissipate slowly into the shadows. What Apple does is creating that initial hype by offering such incentives and offering the ultimate incentives to whom they believe are the right people. Now, on the other hand they have people that want to stay with the company for years on in because of the treatment they receive, while others just milk the system long enough until the next best thing comes along or they find more coat-tails to ride. Do you work with people that act this way? How do you react? What do you want to find in a company, anything from 401k to adoption incentives? You tell me. I know that I want to work for a company that rewards me for my loyalty and gives me a reason to work harder such as stock options. I need input!
