{'fraction_non_alphanumeric': 0.02244582043343653, 'fraction_numerical': 0.0, 'mean_word_length': 5.338235294117647, 'pattern_counts': {'":': 0, '<': 0, '<?xml version=': 0, '>': 0, 'https://': 0, 'lorem ipsum': 0, 'www.': 0, 'xml': 0}, 'pii_count': 0, 'substrings_counts': 0, 'word_list_counts': {'cursed_substrings.json': 0, 'profanity_word_list.json': 0, 'sexual_word_list.json': 0, 'zh_pornsignals.json': 0}}
Employee Benefits versus Shareholder Wealth Maximisation

The report looks at the various performance measurement systems, used in determining employee compensation. Most of these traditional performance measurement systems are accounting based and hence prone to manipulation. In addition, these performance evaluation metrics tend to focus on how performance is measured rather than on how value can be created. In some circumstances, measures are put in place to introduce equity incentive schemes to promote shareholders’ interests and create wealth for them. Despite these measures, most executives still fail to generate considerable wealth for shareholders. Against the backdrop of these weaknesses, Stern Stewart & Co. & Co. has developed the economic value added (EVA) method. This has proven very effective in measuring wealth and ensuring that attention is focused on wealth-generating activities. Stern Stewart & Co. proposes bonus schemes linked with EVA, since such schemes tend to be all inclusive, encompassing all employees from the top executive to the most junior worker. One of the most outstanding results of such bonus schemes is that, because they are linked with EVA, they encourage employees to focus on common organisational objectives, resulting in goal congruency.