Abstract
There is no attempt in this paper to suggest ready made, executive compensation plans. The needs and requirements of the individual organization are to varied. Rather, this presentation is designed to serve as a stimulant to those who are responsible for formulating and administering executive compensation programs and need to critically evaluate their own present programs. While the ideas, findings, and conclusions set forth are not all new or unique, they are so presented as to channel the reader's thinking toward important considerations. | With the hope of stimulating the reader rather than loading him down with facts, the important but technical areas of government controls including qualifications under Internal Revenue Code have been omitted. These considerations vary by organization and are left to the lawyers and the Internal revenue Service.