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In the Executive Rewards Series we seek to move beyond a competitive analysis framework – setting Executive pay based on company size and industry category only is an insufficient rationale in today’s complex environment. We believe executive compensation should be considered within a strategic framework that includes many more factors such as environment, stakeholders, business strategy, and people strategy. Not only does this more expansive approach provide a defensible rationale for executive pay, but it sends the right messages to shareholders and executives as well.
Michael Dennis Graham is a consultant with Grahall Partners and has over 32 years' experience in the compensation and benefits field. Read his full bio.
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