Jeremy Goldstein on Correct Incentives for Employees

Jeremy Goldstein is a beneficial aid in the finance field. Having been in business for decades, he has amassed a treasure trove of knowledge and experience and has been helping others through his many published articles and blog.

 

 

Up to date, Jeremy Goldstein is a Partner at a rising corporation called Jeremy L. Goldstein and Associates LLC. He is also working as an attorney and has had years of practice in that line of work, mostly amassed in the city of New York. Over the curse of his career, he has worked at large firms such as Verizon, the Bank of America, Sachs, and more. Jeremy Goldstein provides several types of services in both law and finance.

 

 

Jeremy Goldstein recently provided insight on the factors that go into creating a beneficial economic environment in the corporate place as well as the incentive for employees to pursue higher productivity rates. When addressing those factors, often thing s get taken to court turning the discussion into a battleground. It is without a doubt that incentives are essential and that the performance needs to be paid appropriately. There are several things Jeremy Goldstein point out in that regard.

 

 

Starting with Earnings per Share, or EPS for short, they are widely viewed in a positive light. For shareholders, the stock prices are greatly influenced by the EPS, and it prompts them to buy and sell. It also incentivizes the companies to increase the payment of their employees. At the same time, EPS can also be used to leverage it as an advantage unfairly because shares and trading have a competitive nature.

 

 

Next up are the performance-based pay programs which are widely viewed as unreliable and are criticised for it. Experts believe that companies are hurting themselves by focusing too strictly on short-term goals such as making employees think about their next payment instead of providing them with long-term incentives and higher security at their work.

 

 

Jeremy Goldstein advises companies to look at their personal situation and compromise regarding the incentives they provide to their employees. If companies insist on keeping the pay per performance than they need to create strict measuring scales so that the payment is fair.

 

 

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