Indian execs for clear pay package: PwC
- CBI sought part RTI exemption, Govt gave it full
- Screen Awards: Milkha, Ram-Leela and Madras Cafe dominate
- DGCA seeks fresh public objections after clearing AirAsia for take-off
- Delhi: 51-year-old Danish national alleges gangrape, 15 detained for questioning
- I wonder if I will be able to ever reunite with my husband, my kids. I miss them: Devyani
Most Indian executives prefer clearer pay package to a more ambiguous one of a similar or of higher value, according to a recent PwC and London School of Economics (LSE) study.
"Around 50 per cent of the executives in India choose a clearer pay package to a more ambiguous one of the same or potentially higher value," it pointed out.
The study finds that globally, complexity and ambiguity consistently destroys the perceived value of incentive plans, though there are regional variations in attitudes to incentive pay.
To understand the impact of pay and incentives on senior executives, the study was conducted with over 1,100 senior executives across 43 countries.
According to the findings, senior executives are risk averse and a simpler plan, based on long holding periods for stock may be a better way of aligning executives and shareholders than complex performance metrics.
In fact, around 55 per cent of Indian executives believed that their company's long term incentive plan (LTIP) was effective, demonstrating that the recognition provided by participating in LTIPs seems to be more important to motivation than the financial incentive.
Further, the study found that fairness in pay was a fundamental issue, with it being valued the highest among Indian executives.
Interestingly, senior executives were willing to take a 28 per cent pay cut for their ideal job.
However, this figure was lower among Indian executives, at 24 per cent, but this still represents a significant willingness to trade in money for a job that is meaningful.
Commenting on the flawed perception that complex reward plans result in better performance, PwC India Executive Director-Consulting Padmaja Alaganandan said: "Only a limited number of executives will be motivated by highly leveraged and volatile pay packages, hence providing choice and flexibility in pay programmes is essential."
Executives value deferred pay significantly below its economic or accounting value - a deferred bonus is typically discounted by around 50 per cent over three years, she added.