CEOs with the highest pay
Excerpt from full text:
“…But does excessive pay CEO really matter? Yes, for several reasons. It’s often a red flag that board members are mere CEO lapdogs — not great news for investors who need boards to nudge top managers to perform for them. Second, excessive CEO pay can signal that a company has an “imperial CEO” and that it’s doing too little to groom its next leader, which makes for poor succession planning.
Big picture, there’s also the issue of whether widening pay gaps and the increasingly stratified class structure in the United States is eroding the historically egalitarian underpinnings of U.S. capitalism — and thus demoralizing the workforce.”
(Excerpt from HR: The Business Partner)
“A little of the history of business partnering
Dave Ulrich has long championed the role of the strategic Business Partner, linking it to a business imperative for a more pro-active approach from HR with less reliance on operational expertise.
Ulrich’s thinking (1997) was that HR needed to transform itself with a focus on adding value through four key roles, each of which needed to work as a “Business Partner” with a specific outcome or deliverable in focus.
Ulrich describes the four roles as follows:
- Strategic Partners – with a focus on strategy execution and meeting customer needs through aligning HR priorities;
- Administrative Experts – ensuring efficiency in the infrastructure; supporting the business and improving organisational efficiency by re-engineering the HR function and other work processes;
- Employee Champion – paying attention to increasing employee commitment and capability through listening and responding to their needs; and
- Change Agents – deliver operational transformation and culture change.”
Kenton, Barbara, and Jane Yarnall. HR: The business partner. Routledge, 2010.
Now that you have this mental model in front of you, ask yourself: am I partnering effectively? Is my organization? Does my passion or focus lean towards only 1 or 2 of the quadrants? Am I particularly weak in one area? Am I ignoring anything? Am I contributing maximum value to the organization? Am I doing my best work? What will it take to move from current to future focus?
I encourage you to print this framework and ask yourself these questions routinely. Whether it is one a day, week or even month, these are questions you should use as a pulse on your value-add.
Now, go get em, partner!
17 Ways Successful People Keep From Destroying Their Lives
Working incessantly to achieve career success is frequently prioritized above mental health and personal obligations.
While balancing work and life might not be easy early in one’s career, figuring it out is necessary to lifelong satisfaction.We’ve rounded up ways CEOs and other leaders find balance, stay sharp, stay happy, and don’t burn out.
Read more: http://www.businessinsider.com/tips-for-work-life-balance-2013-7?op=1#ixzz2ZSlqJM4R