Archive for the ‘salario’ Category

CEOs make in a day what workers do in a year

The typical CEO of a top U.S. corporation earns more in a single workday than the average American takes home in an entire year. And there’s no sign that the gap is getting narrower.

A new study by the Institute for Policy Studies and Boston-based group United for a Fair Economy found that the CEOs of the 500 largest U.S. companies took home an average of $10.8 million in total compensation in 2006.

That’s about 364 times that of the average American worker, who earned just $29,544 in the same period.

The top 386 CEOs also enjoyed perks worth an average of $438,342 in 2006. A minimum wage worker would need to work 36 years to earn as much as CEOs obtained just in perks last year, the study found.

It’s a similar story with pensions. CEOs retire with an average $10.1 million in their retirement plans. In contrast, barely more than a third of American households headed by an individual 65 or older held any type of retirement account in 2004 and those accounts that did exist averaged only $173,552 per household.

For those at the top of the 20 largest companies in the U.S, however, the rewards were even greater, averaging $36.4 million. This figure is three times the average of $12.5 million earned by the 20 highest-paid European CEOs.

In comparison, members of the U.S. executive branch of government averaged just $198,369 and generals in the U.S. military $178,542.

“Individuals who sit atop America’s business enterprises are capturing far more compensation for their labors than individual leaders in other fields who appear to hold the same exact leadership skill set,” the report argued.

Yet CEO pay pales in comparison to the sums earned by those in the most lucrative jobs in the U.S. The average compensation for the mangers of the country’s top 20 hedge funds was an eye-watering $655.5 million in 2006, with four having earned more than $1 billion in the last year alone.

Sam Pizzigati of the Institute for Policy Studies said that these huge pay gaps could cause real problems because they drained leadership talent out of the government and not-for-profit sectors.

“The soaring pay gap between business executives and elected leaders in government essentially makes corruption inevitable,” he added..

“With such huge windfalls at stake, business leaders have a powerful incentive to manipulate the political decisions that affect corporate earnings.”

Sarah Anderson, lead author of the study, added that despite changes to the reporting regulations that have made it difficult to compare this year’s CEO-worker wage gap to previous years, it is clear that the overall trend has not changed.

In 1965, U.S chief executives in major companies earned 24 times more than an average worker. In 1980, the ratio was 40-1. The gap then surged in the 1990s and hit 300 at the end of the recovery in 2000.

“We certainly haven’t seen any real retreat on CEO pay,” Anderson said. “Even companies that are heading toward crisis are continuing to pay huge sums.”

This article comes from http://www.management-issues.com

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Cuantificar la DesMotivación

Todos los meses te encuentras frente a tu recibo de sueldo. Y básicamente pasan dos cosas:

  1. Lo firmas y listo, o
  2. Maldices por todo lo que tienes que pasar durante un mes para cobrar esa porquería.

De esta situación tan habitual, surge la siguiente pregunta: ¿se puede medir la desmotivación en números? (*)

Esto sería algo así: todos queremos ganar mucha plata, pero “objetivamente”, nosotros sabemos a grandes rasgos cuanto deberíamos ganar.

Y en que nos basamos para decir que ganamos un “buen” sueldo? En nuestra propia encuesta salarial: según lo que nos dicen colegas de otras empresas, nuestros compañeros de trabajo, según el sentido común, y algunos (los más afortunados) por los datos que puedan obtener del mercado.

Volviendo entonces al tema de la desmotivación, si me rompo el lomo haciendo bien mi trabajo, hago horas extras, apago los incendios de la oficina, ayudo a los demás, y no cobro un sueldo razonable, ¿podríamos decir que ese gap entre mi sueldo real y mi sueldo “justo” es la cuantificación de la desmotivación?

Si es así, podríamos decir que a mayor distancia entre sueldo real y sueldo justo (percepción del empleado), mayor grado de desmotivación.

¿Quieres averiguar el tuyo? Muy bien, la formula es la siguiente:

% Desmotivación = (Sueldo “justo” / Sueldo real) – 1 (x 100)

 

Por ejemplo, alguien que gana $ 250.000, pero cree que debería ganar $ 300.000, tiene un grado de desmotivación del 20%. (300.000/250.000) – 1 (x100).

 

Mientras mas cerca de 0% estés, menos desmotivado vas a estar.

 

(*) El uso que le doy al término desmotivación, debería entenderse como “insatisfacción salarial”.