Here's a summary of what Wikipedia says about hedge funds. There's a lot more on their page (linked to the left). A hedge fund generally refers to a relatively unregulated investment fund, often a partnership rather than a corporation in form, and characterized by unconventional strategies (i.e., strategies other than investing long only in bonds, equities or money markets). While most of today's hedge funds still trade stocks both long and short, many do not trade stocks at all. For U.S.-based managers and investors, hedge funds are simply structured as limited partnerships or limited liability companies. The hedge fund manager is the general partner or manager and the investors are the limited partners or members. The funds are pooled together in the partnership or company and the general partner or manager makes all the investment decisions based on the strategy it outlined in the offering documents. In return for managing these funds, the hedge fund manager will receive a management fee and an incentive fee, with the management fee being a fee computed as a percentage of assets under management and the incentive fee computed as a percentage of profits of a "high water mark". The fee structures of hedge funds vary but typically the management fee ranges from 1-2% of the assets under management and an incentive fee that is usually 20% of the profits of the fund and can include "hurdles" or other items. Certain highly regarded managers demand higher fees. For example, Steven Cohen's SAC Capital Management charges a 50% incentive fee (but no management fee) and Jim Simon's Renaissance Technologies Corp. charges a 5% management fee and a 44% incentive fee. Offshore hedge funds are usually domiciled in a tax haven and are designed for U.S.-based hedge fund managers to manage the assets of foreign investors and tax exempt U.S. investors. In this structure, the manager will receive a management and incentive fee and will also be invested in the fund as an investment manager. The typical hedge fund asset management firm includes both the domestic U.S. hedge fund and the offshore hedge fund. This allows hedge fund managers to attract capital from all over the world. Both funds will trade 'Pari passu' based on the strategy outlined in the offering documents.
Yes, managers and non-managers should be appraised from the top and the bottom. This will help executive managers get a better idea of how they are performing.
Bank Managers in New York will typically make base salaries of 70K-100K. Most banks offer incentive compensation which can range from 10k-65k per year.
1. Shareholders determine the membership of the board of directors by voting. 2. Contracts with management and arrangements for compensation can be made so that management has an incentive to pursue shareholders' goals. 3. Fear of a takeover gives managers an incentive to take actions that will maximize stock prices 4. Competition in the managerial labour market may force managers to perform in the best interest of shareholders. Firm willing to pay the most will lure good managers.
yes she died on valentines day.
A favorite tool used by managers who oversee a sales team, incentive compensation can be used in many other work situations where employees can increase their earnings based on productivity. By rewarding employees for results rather than effort, managers often notice that their staff finds creative and successful ways to get their job done. Whether a substitute for a regular salary, or an added bonus on top of a worker’s regular pay, incentive compensation usually results in higher output. In the case of sales, incentive compensation is usually set up as a bonus structure. Based on the number of deals a sales person closes, or the amount of money they bill for their employer, they are rewarded with bonus pay. Alternatives to monetary incentives can include paid vacation days, flex time, gift certificates, and any other creative rewards that managers can dream up. Not all positions define productivity as clearly as those in sales, however, incentive compensation can still be implemented. For example, customer service employees can be rewarded based on the number of clients they assist each day. In cases where quality of service is more important than quantity, incentives can be based on the customer feedback. All employers hope that they hire individuals who have an excellent work ethic and will excel at their job regardless of enticing incentives. However, it has been proven that employees who see their efforts directly rewarded do produce more. In addition, the competitive atmosphere that incentive compensation creates also drives worker output. While some companies keep employee’s productivity confidential, others pit employees against each other making it clear that those who do not perform up to par with their counterparts will not be rewarded and may be cut. The success of incentive compensation does in part depend on the nature of the business and the personality of the employees. While some people are totally turned off by a competition-driven company, others are energized by this approach to management. Regardless, a well researched and well executed incentive compensation plan will usually result in a motivated staff and a profitable business.
The biggest pitfall is the temptation to fraudulently inflate earnings in order to 'earn' more compensation. Another is that it encourages managers to focus on short-term profits rather than long-term growth
The salary of a UPS manager consists of 3 elements: base salary, holiday bonus and manager's incentive. A newly promoted UPS manager will earn approximately $6500 to $7000 a month. The holiday bonus is a 1/2 month (between $3250 and $3500) But the real pay escalator is the manager's incentive. Each year, the company takes 15% of pre-tax profit and divides it among all the "partners" in the business. Last year, the incentive for managers was 4.8 times the monthly salary, so that worked out to be a $31,200 bonus! This is an example using a newly promoted manager. Typical UPS managers have been managers for many years, with annual pay increases in the 3-5% range. Do the math...but on the low end, a UPS manager is knocking down close to $115,000.
Managers can be encouraged to act in their shareholders best interest by linking their pay to the stock price. When they are motivated by compensation then they will do things to make the share price increase.
Managers should monitor the progress of decision implementation by watching productivity. If productivity increases, then they have likely made the right decisions.
1. Compensation is viewed by society as a measure of justice as well as a cause of increased taxes and price increases.2. Stockholders are concerned with executive pay relative ti company performance.3. Managers view compensation as a major expense and a means to influence employee behaviour.4. Employees view compensation as return in an exchange with their employer an entitlement or a reward in other countries Ex ( china,japan)5. In other countries compensation is related to being taken care of.( some places in china they still give rice allowances or transportation allowances)6. So looking at all these perspectives of compensation you now need to look at the pros and cons of compensation with your own perspective.
Total targeted compensation is in the low 50's to start and varies depending on store sixe.
Money managers in Canada have a median total compensation (including base salary, cash performance bonuses, and non-cash bonuses) of somewhere between $145,000 and $250,000 a year. Experience plays a large role in managers' earnings. Those with less than 5 years of experience may earn less than $95,000 a year in total compensation, while those who have been in the field for more than 10 years can earn upwards of $300,000 a year. Senior managers who control the largest funds can earn over $1,000,000 a year. @career crusing
As exempt employees of the company, paid vacation would normally be part of their compensation; however if they were working in the position as independent contractors, no paid vacation is not available to them.
1. Today's managers use time & motion studies to increase productivity of employees. 2. They hire the best qualified employees for a specific job to get full advantage of his skills & expertise 3. They design incentive systems based on output/productivity of employees.
Once managers know what motivates their employees, then they can provide them with the appropriate reward as incentive. Without knowing what motivates employees, management may not get the performance they are looking for from their workers.
Leader is a followers. Manager is to Organize Office. Leader eye is each and every thing Motivation to Staff Bonus, Incentive, Cash Reward, Permotion.
The relationship between project managers and line managers is that the project managers divide the work among the line managers and the line managers report to the project managers.
Even in a strong form efficient capital market, external monitors may not have an adequate incentive to discipline managers who have succumbed to moral hazard and caused the corporation to bear an inefficient sunk cost
HR managers contribute in the increasing of the value of their firm by hiring the qualified staff, training them according to the needs of the firm as well as maintaining their safety and health. Also, they need to explain to the staff the compensation benefits that they expect in order to get motivated in their work.
There is generally three categories of managers. These include the first line managers, the middle managers, and the top managers.
Increase the proportion of executive compensation that comes from stock options and reduce the proportion that is paid as cash salaries
Managers can be encouraged to act in stockholders' best interests through incentives that reward them for good performance but punish them for poor performance. Some specific mechanisms used to motivate managers to act in shareholders' best in- terests include (1) managerial compensation, (2) direct intervention by shareholders, (3) the threat of firing, and (4) the threat of takeover. Stock that is awarded to executives on the basis of the company's performance. An option to buy stock at a stated price within a specified time period that is granted to an executive as part of his or her compensation package.
When the business becomes too big that there wouldn't be enough managers to manage it efficiently => the marginal cost increases, pushing the average costs up.
Managers today emphasize teamwork
Depending on the school, an MBA HR student can choose from several classes to complete a degree. The subjects in MBA HR may include Bargaining, Negotiating, and Dispute Settlement for Managers, Building Human Assets in Entrepreneurial Ventures, Business Strategy, Compensation in Theory and Administration, Corporate Governance, Executive Compensation and the Board.