論以股權為基礎的薪酬製度(ppt 29頁)

論以股權為基礎的薪酬製度內容提要：
Increasing number of companies have embraced broad-based employee ownership 越來越多的公司實施了廣泛的員工持股計劃
Nonmanagement employees collectively own between 6% and 10% of total corporate equity 非管理層員工總計持有公司全部股票的6%到10%
Estimated 3,000 companies have instituted broad-based option plans since 1989 從1989年開始，大約3,000家公司實施了廣泛的員工持股計劃
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Many companies go much deeper 許多公司做得更加深入
“All-employee” option plans “全體員工”的期權計劃
Hi-tech, start-ups, IPOs 高科技、創業公司、IPOs公司
Recent data suggests that well over 6 million U.S. employees have received stock options (up from 2.5 million in 1992) 最新數據顯示，現已有超過600萬的美國員工持有公司股權(從1992年的250萬不斷上升)
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Dilution issues 股權稀釋問題
Growth in use of stock options and other share-based plans has resulted in big dilution levels 股票期權和其他以股票為基礎的計劃的廣泛應用導致了股權稀釋度增加
10%–12% “overhang” 1 is now typical 10%–12%的 “剩餘股票率”1 如今十分普遍
Many companies are approaching 20% overhang 很多公司采用20%的“剩餘股票率”的做法
Boards are challenging these dilution levels asking, “How much does it take to instill a shareholder value orientation?” 董事會對稀釋問題提出質疑：“到底需要多少才能灌輸股東價值導向？

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