Edited Peter F. Drucker article on how home office, or top management, executives should be compensated for their work. Drucker states that compensation should be structured to encourage executives acting as a team unit, but also to encourage individual willingness to grow with a company and innovate. Drucker proceeds to argue how there should be specific and limited percentage differentials for top-level executives in relation to their subordinates, and how top management should have balance in age structure so that different employees at different stages of their lives can order their compensation according to their needs. To that end, Drucker asserts that tier two and tier three employees should have participation in company profits on five year rolling figures, while top-level executives should receive a profit participation according to their salaries.
Drucker, Peter F. (Peter Ferdinand), 1909-2005 Davidson, Marty Southern Pipe and Supply Co., Inc
Source
Edited Peter F. Drucker article on how home office, or top management, executives should be compensasted for their work, July 8, 1974; Drucker Archives; Box 60, Folder 15; 1 page
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