Everyone likes to get ahead and think of themselves as winners in the game of life, and this is especially true when it comes to how much they get out of their time spent in service with the company that keeps them. And presumably, employers want as well as need to keep the members of their teams happy and well compensated. To this end, there are a number of ways for employers to add benefits to wages that already sustain happy lifestyles. These may include but are not limited to offering health insurance packages and other good things like EPS, which stands for Earnings Per Share.
As with everything in the business of free enterprise concerning trade and commerce, there is certain amount of risk involved with the give and take of supply and demand. Jeremy Goldstein has advice and insights on how to make this option work for all parties involved. This idea provides fair and balanced rewards for those who are not afraid to dedicate their time and effort to making a company and themselves better than they were the day before. He has his finger on the pulse of law as it pertains to business, due to his experiences with establishments such as Goldman Sachs, Verizon and Bank of America. So, he knows just a thing or two about the subject of performance based pay scales.
The first thing that Jeremy Goldstein wants anyone who has an interest in EPS to know is that, for the most part, this kind of paying out is a good thing. It has a direct effect on the chance of a stock being bought by shareholders. But it does more than that. It provides companies and corporations a reason to pay their employees more money and reward them better than with just a check every pay cycle. As an icing on the cake, there are studies that support the idea that these types of programs and packages actually help to make a business more successful, if not more productive at least.
However, there are also naysayers of EPS who point to the fact that they can be often look like a short term solution but in fact can be used as a double-edged sword. That is because they can be used as a vehicle for favoritism in the work place. But, Jeremy Goldstein sees them as a way of keeping leaders accountable for their actions, and he understands that EPS keep if sort of power in the hands of the people, so to speak.
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