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<blockquote data-quote="pretzel_man" data-source="post: 242477" data-attributes="member: 927"><p>Sorry, but as a long time UPSer and management person, I won't get into the "woe is me" attitude.</p><p> </p><p>The real issue here is not the LTIP or MIP changes, it is the lack of stock growth. When I was younger, 1.5 or 2.0 for an MIP factor was great. We all knew that the actual MIP number was not as important as the stock growth. We knew the importance of compounding.</p><p> </p><p>These realities are still true today...</p><p> </p><p>So the management committee ties management compensation to things that corrolate to stock growth. The intent is to have the management team work on those items that promote growth in the stock.</p><p> </p><p>Stock Options and LTIP do the same. Reward the higher level management for growth indices and actual stock growth. With the lack of growth, these programs are worth much less than the "targets" that are quoted.</p><p> </p><p>Casey's dream was that his management team would be compensated for things that grew the business. He wanted us to think and act like owners and managers, not like employees.</p><p> </p><p>"Woe is me" isn't the way an owner would act.</p><p> </p><p>P-Man</p><p> </p><p>P.S. I don't expect anyone to agree with this, but its how I feel.</p></blockquote><p></p>
[QUOTE="pretzel_man, post: 242477, member: 927"] Sorry, but as a long time UPSer and management person, I won't get into the "woe is me" attitude. The real issue here is not the LTIP or MIP changes, it is the lack of stock growth. When I was younger, 1.5 or 2.0 for an MIP factor was great. We all knew that the actual MIP number was not as important as the stock growth. We knew the importance of compounding. These realities are still true today... So the management committee ties management compensation to things that corrolate to stock growth. The intent is to have the management team work on those items that promote growth in the stock. Stock Options and LTIP do the same. Reward the higher level management for growth indices and actual stock growth. With the lack of growth, these programs are worth much less than the "targets" that are quoted. Casey's dream was that his management team would be compensated for things that grew the business. He wanted us to think and act like owners and managers, not like employees. "Woe is me" isn't the way an owner would act. P-Man P.S. I don't expect anyone to agree with this, but its how I feel. [/QUOTE]
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