Integrated Report 2014(3.52MB)

Total Page:16

File Type:pdf, Size:1020Kb

Integrated Report 2014(3.52MB) SATO’s Genbaryoku – Why Customers Keep Coming Back 2020 The SATO Group has always changed with the times. From the invention of the hand labeler in 1962 to the development of the world’s first barcode printer in 1981, SATO has continually met the needs of the market with revolutionary new products. In the 1990s SATO shifted the focus of its core business to providing total solutions. We began delivering solutions such as barcode Auto-ID technology to a variety of industries, to improve the accuracy and efficiency of labor processes, generating data on the movement of items and connecting it to IT infrastructures, linking the physical with the virtual. The 2014 onwards driving force for our past success has been SATO’s uncompromising passion for hands-on problem- solving. We personally visit our customers’ sites to better understand their operating environment. With Next-generation total solutions this approach we can fully grasp the core of the issues customers face, and truly begin advising them on Innovation through the combination of new technologies, changes and improvements. Our commitment to finding solutions to our customers’ problems is what 2000s processes and services utilizing our “+ONE” approach will give rise to next-generation AIDC solutions, evolving our core cultivated SATO’s Genbaryoku. Even if the focus of our business changes and evolves, the way in which business to create new customer values with our expertise we serve customers will remain the same as it provides the foundation for our continued growth. With the evolution of information technology, our lives have reached new Technologies levels of convenience, and in the future the need to connect the physical Shift to Auto-ID Solution business with the virtual will be even greater. For example, in the e-commerce field it With the advancement of information AIDC is now possible to harmonize inventories with online store data in real-time. technology, SATO established its Automatic Services Innovations Identification and Data Collection (AIDC) Solutions As the digitization of our world continues at an even more rapid rate, SATO 1990s solution business leveraging bar code and will continue to utilize its hands-on approach to connect the dots, and fill RFID technologies and develops its DCS & Processes in gaps in customers’ operations, focusing on optimization through Auto- Labeling business model ID solutions. Moving forward we will continue our pursuit of being a trusted partner that customers keep coming back to. Development of the world’s first thermal barcode printer Genbaryoku – An uncompromising hands-on 1981 Thermal transfer printer for use approach to problem-solving with Point of Sale systems • Be on customer sites to grasp the real situation with our own eyes and ears R With a strong sense of ownership, develop close relationships with customers R Do not simply rely on theories or second hand information • Go the extra mile to truly understand the root of a problem R While focusing on individual details, even down to a single label, you must also be Invention of the hand labeler able to see the big picture, examining customers’ IT systems and workflows to pinpoint issues 1962 Created to help people efficiently R Going beyond simply meeting operational needs, we seek to fully understand the apply price tags to products customers’ business environment to provide them with real solutions • Commit to delivering a solution, then give it your all R Design best-fit solutions through superior development and deployment of hardware, software, consumables and maintenance services R Connect the dots, filling in the gaps between the customer’s divisions and systems R Proactively involve all necessary parties – SATO management, company-wide teams Founding of SATO and optimal business partners – to guarantee customer success 1940 Manufacturing and sale of • Continue to provide comprehensive support following installation bamboo processing machinery R Value close-knit, long-term partnerships with customers over all else R Always seek to support customers’ stable operations R Look beyond the present to envision the future, and strive for continual improvement Contents Business Model 02 Financial Highlights 04 Message from the President 06 Innovation 20 Caring for the Environment 22 Human Resource Development 24 Special Feature Special Feature Special Feature Introduction 14 Apparel 16 Healthcare 18 Corporate Governance 26 Management Team 28 Stock Information / Corporate Data 30 INTEGRATED REPORT 2014 01 Business Model The SATO Group’s Core Competency Providing Safe, Delicious Foods for You and Your Family Auto-ID technology is utilized by a wide variety of industries to quickly and accurately collect data in multiple usage scenarios. SATO leverages the technology to boost precision and efficiency, save on labor, and deliver solutions that provide peace of mind and protect the environment. An example of this in practice is food traceability. Using Auto-ID technology in conjunction with labeling media, we are able to link goods and data with tracking systems to trace the path of food from ingredient delivery, processing and shipping, all the way to the sales floor. In doing so, we can easily and accurately keep a record of the production process. In the event of a problem, through the visualization of the entire supply chain from production to distribution, it is possible to quickly pinpoint the cause. We want people to be able to enjoy safe and delicious foods, and using Auto- ID technologies SATO is able to provide peace of mind at the dinner table. Harvest Production Distribution Retail R Where was this grown? R Are the ingredients fresh? R What about temperature control? R What is the expiration date? R Were pesticides used? R Are there measures against food contamination? The SATO Group’s Business Model – DCS & Labeling To collect data on the movement of goods and people using Auto-ID solutions, we design systems that optimally integrate printers, readers and software. Additionally, we provide the labels, ribbons and consumables for those systems, and after- Added Value Solutions for a Variety of Industries sales support. This delivery of end-to-end solutions is the core of the SATO Group’s business model – Data Collection Systems and Labeling (DCS & Labeling). Precision AIDC Technology Robust Product Lineup Hardware Consumables Maintenance Labor Savings Resource Savings Genbaryoku Design Services Software System Peripherals Peace of Mind Environmental Protection 02 SATO HOLDINGS CORPORATION INTEGRATED REPORT 2014 03 Financial Highlights Fiscal year ending March 31 (Millions of yen) FY2003 FY2004 FY2005 FY2006 FY2007 FY2008 FY2009 FY2010 FY2011 FY2012 FY2013 Business Performance Sales 58,862 61,752 68,964 82,491 87,790 78,163 74,917 78,368 80,536 87,256 96,773 Overseas sales ratio 17.3% 18.4% 22.8% 31.5% 31.6% 26.8% 24.2% 23.7% 23.0% 25.6% 29.3% Gross profit 26,865 28,422 30,593 35,890 37,857 32,399 31,279 33,018 34,217 36,410 41,180 Selling, general and administrative expenses 21,358 23,277 25,371 30,195 32,453 31,669 28,705 28,791 29,564 30,958 34,421 Operating income 5,506 5,144 5,222 5,695 5,404 730 2,574 4,226 4,652 5,452 6,758 EBITDA (Earnings before interest, tax, depreciation and amortization) 6,950 6,843 7,252 8,180 8,208 3,565 5,123 6,417 6,830 8,213 9,871 Net income 2,790 3,012 2,646 2,389 2,062 2,050 781 503 1,953 2,726 4,295 Financial position Total assets 49,676 51,705 61,624 66,923 66,103 61,692 64,203 66,134 74,830 77,521 86,737 Net assets 31,785 34,008 36,119 37,508 36,671 35,918 35,985 34,929 36,172 40,205 46,734 Research and development 1,219 1,458 1,280 1,501 1,728 1,922 1,826 1,902 1,859 2,042 2,225 Capital expenditures 2,329 3,498 2,683 4,278 2,424 2,361 2,387 5,084 1,836 3,059 6,106 Depreciation and amortization of goodwill 1,444 1,698 2,029 2,484 2,804 2,835 2,549 2,190 2,177 2,760 3,112 Cash flow Cash flow from operating activities 4,141 2,873 4,801 2,912 4,108 4,994 5,860 1,595 4,434 3,793 10,589 Cash flow from investing activities (1,649) (3,281) (6,575) (4,066) (2,522) (2,217) (2,093) (4,283) (7,015) (984) (4,776) Free cash flow (Net cash provided by operating activities and 2,492 (408) (1,774) (1,154) 1,585 2,777 3,766 (2,687) (2,581) 2,809 5,812 cash used in investing activities) Cash flow from financing activities (721) (999) 2,069 496 (793) (2,476) (826) (3) 3,273 (2,839) (1,511) Cash and cash equivalents at end of year 11,512 10,234 10,751 10,344 11,035 10,814 13,774 10,813 11,377 11,992 16,763 Per share data (yen) Net income (Earnings per share) 90.73 96.01 84.32 76.30 66.70 67.40 25.95 16.71 64.87 90.56 141.57 Book value per share 1,013.23 1,083.72 1,149.80 1,205.33 1,195.69 1,189.50 1,191.84 1,156.88 1,201.02 1,330.77 1,454.90 Dividends per share 28 30 31 32 33 33 33 34 35 37 40 Financial Indicators Gross profit 45.6% 46.0% 44.4% 43.5% 43.1% 41.5% 41.8% 42.1% 42.5% 41.7% 42.6% Operating profit 9.4% 8.3% 7.6% 6.9% 6.2% 0.9% 3.4% 5.4% 5.8% 6.2% 7.0% EBITDA margin 11.8% 11.1% 10.5% 9.9% 9.4% 4.6% 6.8% 8.2% 8.5% 9.4% 10.2% Return on assets (ROA) 10.9% 10.5% 9.5% 8.5% 7.1% 0.6% 3.6% 5.7% 5.9% 7.1% 8.6% Return on equity (ROE) 9.5% 9.2% 7.5% 6.4% 5.6% 5.7% 2.2% 1.4% 5.5% 7.2% 9.9% Equity ratio 64.0% 65.8% 58.6% 56.0% 55.4% 58.1% 55.9% 52.7% 48.3% 51.7% 53.7% Debt-equity ratio (including lease obligations) 1.7% 1.6% 10.2% 15.6% 18.5% 17.1% 19.6% 24.9% 38.2% 19.4% 18.7% Sales (Millions of yen) Operating income (Millions of yen / %) EBITDA (Millions of yen / %) Earnings per share (yen) ROE (%) ROA (%) 9.9 96,773 Operating income
Recommended publications
  • The CEO Pay Ratio Rule: Navigating the Process and Answering the Questions
    TRENDS & ISSUES The CEO Pay Ratio Rule: Navigating the Process and Answering the Questions AUTHORS Perhaps one of the most controversial provisions under the Dodd- Frank Wall Street Reform and Consumer Protection Act of 2010 is the requirement to track and disclose the ratio between a company’s median paid employee and its CEO (often called the CEO Pay Ratio). The U.S. Treasury secretary and top financial regulators will convene and deliver a report by June outlining what they believe is, and what isn’t, working under this rule. In addition, the acting chairman of the Securities and Exchange Commission Deb Lifshey (SEC) sought additional public comments specific to the CEO Pay Managing Director Ratio, which were submitted at the end of March. While it is possible the CEO Pay Ratio rule will “Any significant either be amended or delayed, companies should changes will still be spending some time preparing for the rule require because any significant changes will require Congressional Congressional action, which typically takes time. action, which At the time of this writing, companies should be takes time.” Sharon Podstupka operating under the assumption that the Principal requirement will go into effect for proxies filed in 2018. Whether your company has hundreds of thousands of employees spread throughout the world or is a smaller domestic business, we recommend a structured approach to ensure organized collection of data and clear presentation of the ratio. The Basics When adopted, Dodd-Frank simply required that companies disclose the median annual total compensation of all employees, the CEO’s annual compensation (which was already a required disclosure), and the ratio between the two.
    [Show full text]
  • EDUCATION in CHINA a Snapshot This Work Is Published Under the Responsibility of the Secretary-General of the OECD
    EDUCATION IN CHINA A Snapshot This work is published under the responsibility of the Secretary-General of the OECD. The opinions expressed and arguments employed herein do not necessarily reflect the official views of OECD member countries. This document and any map included herein are without prejudice to the status of or sovereignty over any territory, to the delimitation of international frontiers and boundaries and to the name of any territory, city or area. Photo credits: Cover: © EQRoy / Shutterstock.com; © iStock.com/iPandastudio; © astudio / Shutterstock.com Inside: © iStock.com/iPandastudio; © li jianbing / Shutterstock.com; © tangxn / Shutterstock.com; © chuyuss / Shutterstock.com; © astudio / Shutterstock.com; © Frame China / Shutterstock.com © OECD 2016 You can copy, download or print OECD content for your own use, and you can include excerpts from OECD publications, databases and multimedia products in your own documents, presentations, blogs, websites and teaching materials, provided that suitable acknowledgement of OECD as source and copyright owner is given. All requests for public or commercial use and translation rights should be submitted to [email protected]. Requests for permission to photocopy portions of this material for public or commercial use shall be addressed directly to the Copyright Clearance Center (CCC) at [email protected] or the Centre français d’exploitation du droit de copie (CFC) at [email protected]. Education in China A SNAPSHOT Foreword In 2015, three economies in China participated in the OECD Programme for International Student Assessment, or PISA, for the first time: Beijing, a municipality, Jiangsu, a province on the eastern coast of the country, and Guangdong, a southern coastal province.
    [Show full text]
  • Managing the Public Trust: How to Make Natural Resource Funds Work for Citizens
    VALE COLUMBIA CENTER ON SUSTAINABLE INTERNATIONAL INVESTMENT A JOINT CENTER OF COLUMBIA LAW SCHOOL AND THE EARTH INSTITUTE AT COLUMBIA UNIVERSITY NATURAL RESOURCE FUNDS Managing the public trust: How to make natural resource funds work for citizens Editor: Andrew Bauer The Revenue Watch Institute promotes the effective, transparent and accountable management of oil, gas and mineral resources for the public good. Through capacity building, technical assistance, research, funding and advocacy, we help countries to realize the development benefits of their natural resource wealth. The Vale Columbia Center on Sustainable International Investment develops and disseminates practical approaches and solutions to maximize the impact of international investment for sustainable development. The Center undertakes its mission through interdisci- plinary research, advisory projects, multi-stakeholder dialogue, educational programs, and the development of resources and tools. Revenue Watch Institute Vale Columbia Center NATURAL RESOURCE FUNDS Managing the public trust: How to make natural resource funds work for citizens Editor: Andrew Bauer 2014 TABLE OF CONTENTS Foreword 1 Natural Resource Fund Governance: The Essentials 3 Institutional Structure of Natural Resource Funds 35 Fiscal Rules for Natural Resource Funds: How to Develop and Operationalize an Appropriate Rule 47 Rules-based Investment for Natural Resource Funds 59 Natural Resource Fund Transparency 71 Independent Oversight of Natural Resource Funds 79 Natural resource fund profile samples Alberta 87 Chile 101 ACKNOWLEDGEMENTS ABOUT THE AUTHORS We would like to acknowledge Andrew Bauer He has also worked at Central Banking Publications the contributions of our primary Andrew Bauer is an Economic Analyst with the and the Official Monetary and Financial Institutions researchers Gubad Ibadoglu, Revenue Watch Institute-Natural Resource Charter Forum in London.
    [Show full text]
  • The Concentration Effect of Strengths: How the Whole System “AI” Summit
    + Models ORGDYN-419; No. of Pages 12 Organizational Dynamics (2012) xxx, xxx—xxx Available online at www.sciencedirect.com jo urnal homepage: www.elsevier.com/locate/orgdyn The concentration effect of strengths: How the whole system ‘‘AI’’ summit brings out the best in human enterprise David L. Cooperrrider Appreciative Inquiry, or ‘‘AI’’ is taking the strengths When is it that the best in human beings arises most easily, revolution to a new level, far beyond today’s common productively, and naturally? Our answer, from several dec- talent-management focus. Introducing the next genera- ades of fieldwork and hundreds of interviews with successful tion AI Design Summit — something that a recent CEO managers, is unequivocal: the best in human organization report singles out as ‘‘the best large group method in the happens when people collectively experience the wholeness world today’’ of their system — when strength touches strength — across whole systems of relevant and engaged stakeholders, inter- TALKING ABOUT ‘‘POSITIVE STRENGTHS’’ gets people nal and external, and top to bottom. Sounds complicated? excited. It’s thrilling to think that a new wave of manage- Surprisingly, it is exactly the opposite. In fact, because of the ment innovation and positive organizational scholarship natural positivity that’s unleashed when we collaborate might revolutionize the way we engage the workforce, trans- beyond silos and artificial separations keeping us apart, it form business strategy, and prepare our organizations for a is often profoundly easy. The use of large group methods for world of open innovation with customers, suppliers, and doing the work of management, once a rare practice, is other key stakeholders.
    [Show full text]
  • PDF Format, 4332Kbytes
    Hitachi Integrated Report 2018 Year ended March 31, 2018 Hitachi Group Identity Originally set by Hitachi founder Namihei Odaira, the Mission has been carefully passed on to generations of Hitachi Group employees and stakeholders throughout the company’s 100-year history. The Values reflect the Hitachi Founding Spirit, which was shaped by the achievements of our company predecessors as they worked hard to fulfill Hitachi’s Mission. The Vision has been created based on the Mission and Values. It is an expression of what the Hitachi Group aims to become in the future as it advances to its next stage of growth. The Mission, Values, and Vision are made to Identity be shared in a simple concept: Hitachi Group Identity. The more than century-long history of Hitachi since its founding is built atop the Mission expressed by founder Namihei Odaira— “Contribute to society through the development of superior, original technology and products.” Based on continually honing its proprietary technologies, Hitachi has sought to fulfill this Mission by providing products and services that address societal issues as they have changed over time. Hitachi’s philosophy of contributing to society and helping efforts to address societal issues is fully aligned with the Sustainable Development Goals (SDGs) adopted by the United Nations and the Society 5.0* concept promoted by the Japanese government. Today and for the future, Hitachi aims through its wide-ranging business activities to resolve the issues of its customers and society in the quest to build a more dynamic world. * Society 5.0 expresses a new idea of society and related efforts to achieve this, as advocated by the Japanese government.
    [Show full text]
  • Integrative Ecosystem Management: Designing Cities and Co-Creating the Flourishing Ecosystem
    INTEGRATIVE ECOSYSTEM MANAGEMENT: DESIGNING CITIES AND CO-CREATING THE FLOURISHING ECOSYSTEM by LARRY CLAY, JR. Submitted in fulfillment of the requirements for the degree of Doctor of Philosophy Weatherhead School of Management Designing Sustainable Systems CASE WESTERN RESERVE UNIVERSITY August, 2021 CASE WESTERN RESERVE UNIVERSITY SCHOOL OF GRADUATE STUDIES We hereby approve the dissertation of Larry Clay, Jr. candidate for the degree of Doctor of Philosophy*. Committee Chair Chris Laszlo, Ph.D., Case Western Reserve University Committee Member Kalle Lyytinen, Ph.D., Case Western Reserve University Committee Member Jacqueline Stavros, D.M., Lawrence Technical University Committee Member Matthew Cole, Ph.D., Lawrence Technical University Date of Defense June 14, 2021 *We also certify that written approval has been obtained for any proprietary material contained therein. © Copyright by Larry Clay, Jr., 2021 All Rights Reserved. Table of Contents List of Tables .................................................................................................................... vii List of Figures .................................................................................................................. viii Abstract ............................................................................................................................... x CHAPTER 1: INTRODUCTION ....................................................................................... 1 CHAPTER 2: THEORETICAL FRAMING .....................................................................
    [Show full text]
  • Pay Ratio Disclosures
    Practical Guidance® Market Trends 2019/20: Pay Ratio Disclosures A Practical Guidance® Practice Note by Michael L. Hermsen, Candace R. Jackson, and Kwaku Osebreh, Mayer Brown LLP For additional information on pay ratio disclosure, see Pay Ratio Disclosure and Pay Ratio Rule Presentation. For other market trends articles covering various capital markets and corporate governance topics, see Market Trends. Michael L. Hermsen Mayer Brown LLP Disclosure Requirement The pay ratio disclosure rule is contained in paragraph (u) of Item 402 of Regulation S-K (17 C.F.R. § 229.402(u)). It requires public companies to disclose: • The median of the annual total compensation of all employees other than the chief executive officer Candace R. Jackson • The annual total compensation of the chief executive Mayer Brown LLP officer • The ratio of these amounts Filings Requiring Pay Ratio Disclosure Kwaku Osebreh Generally, the pay ratio disclosure appears in filings that Mayer Brown LLP require executive compensation disclosure pursuant to Item 402 of Regulation S-K, such as proxy and information This practice note focuses on recent market trends covering statements, annual reports on Form 10-K, and registration the Securities and Exchange Commission’s (SEC’s) pay ratio statements under the Securities Act of 1933 and the rulemaking, which was mandated by the Dodd-Frank Wall Securities Exchange Act of 1934. Street Reform and Consumer Protection Act (111 P.L. 203, 124 Stat. 1376), and provides recent pay ratio disclosure examples. The SEC originally proposed pay ratio disclosure Location of the Disclosure in 2013, and the proposal generated a great deal of interest The pay ratio disclosure is called for by Item 402(u) of and debate.
    [Show full text]
  • Comparative Analysis of Micro - and Macromanagement Features of the Inclusive School
    “Ovidius” University Annals, Economic Sciences Series Volume XIX, Issue 1 /2019 Comparative Analysis of Micro - and Macromanagement Features of the Inclusive School Ionela Bucăloiu "Valahia" University of Targoviste [email protected] Abstract Making an effective school and classroom management in particular is indeed a challenge for both the director and the teachers. Because, it is necessary to consider the action of continuous regulation and efficiency of the communicative process, transformation of the institution into an inclusive organization in the sense of knowing, understanding the differences that arise from the multiple interactions between the people involved in the educational process, irrespective of the hierarchical line , but especially in order to exploit and maximize these differences in the direction of increasing the efficiency and productivity of work at both individual and collective level. Ke y words : inclusive school, micromanagement, macromanagement J.E.L. classification: C 92, D 81, D 83 1. Introduction Inclusive school is about education for all, regardless of the skills, skills, features and skills of adaptation or learning, but also the concern for each student to be supported and the teaching- learning-assessment act to be centered on his or her individual needs , the specific peculiarities of age, intellect, mental development of each person, so that both the manager and the teaching staff can capitalize on their experience, capacities, innate or acquired skills through practice for the benefit of all. It is necessary to correlate the management of the class with that of the school on the basis of common tools, techniques and methods, the need to develop the institution's institutional development project in accordance with the educational policies and the strategies elaborated at county or national level.
    [Show full text]
  • CEO Pay Ratio: Leading Indicator of Broader Human Resource Matters?
    July 2019 On the board’s agenda | US CEO pay ratio: Leading indicator of broader human resource matters? Introduction Now that the CEO pay ratio disclosure requirement has been in place proposals garnered very little shareholder support in the 2019 proxy for two proxy seasons, it has demonstrated to be less impactful than season, they will likely continue to be on the proxy ballot for some some proponents and others may have expected. However, pay ratio companies next year. disclosure may just be the opening salvo in employee, shareholder, The CEO pay ratio disclosure has also led a number of commentators to media, and regulators’ demands for additional employee and suggest shareholders would also benefit from gender, race, and ethnicity compensation data. For example, some major investors have asked pay disclosure similar to that in the UK, which requires all companies with companies to disclose additional details about the median employee, 250 employees or more to disclose gender pay information. including the employee’s geographic location and whether he/she is a salaried or hourly employee, in addition to more general information These and other developments suggest that compensation disclosure about the composition of the workforce, including geographic is converging with broader concerns about issues such as gender, race distribution, proportion of salaried and hourly employees, and the and ethnicity pay equity, culture, diversity and inclusion, and employee percentage of the total workforce comprised of contract workers. engagement. As a result, more time is likely to be spent on human resource policies at the both the board and compensation committee The CEO pay ratio disclosure also led to shareholder proposals levels, and compensation committees may be thinking about requesting that the compensation committee consider the CEO pay broadening their charters to become human capital committees.
    [Show full text]
  • The Micromanagement Myth and Mission Command: Making the Case for Oversight of Military Operations by Christopher J
    STRATEGIC PERSPECTIVES 33 The Micromanagement Myth and Mission Command: Making the Case for Oversight of Military Operations by Christopher J. Lamb Center for Strategic Research Institute for National Strategic Studies National Defense University Institute for National Strategic Studies National Defense University The Institute for National Strategic Studies (INSS) is National Defense University’s (NDU’s) dedicated research arm. INSS includes the Center for Strategic Research, Center for the Study of Chinese Military Affairs, and Center for the Study of Weapons of Mass Destruction. The military and civilian analysts and staff who comprise INSS and its subcomponents execute their mission by conducting research and analysis, publishing, and participating in conferences, policy support, and outreach. The mission of INSS is to conduct strategic studies for the Secretary of Defense, Chairman of the Joint Chiefs of Staff, and the unified combatant commands in support of the academic programs at NDU and to perform outreach to other U.S. Government agencies and the broader national security community. Cover: General William Westmoreland luncheon meeting with President Lyndon B. Johnson, The White House, April 6, 1968 (Yoichi Okamoto/ Courtesy LBJ Presidential Library/C9391-17A) The Micromanagement Myth and Mission Command The Micromanagement Myth and Mission Command: Making the Case for Oversight of Military Operations By Christopher J. Lamb Institute for National Strategic Studies Strategic Perspectives, No. 33 Series Editor: Thomas F. Lynch III National Defense University Press Washington, D.C. August 2020 Opinions, conclusions, and recommendations expressed or implied within are solely those of the contributors and do not necessarily represent the views of the State Department, Defense Department, or any other agency of the Federal Government.
    [Show full text]
  • CEO Pay Ratio and Culture
    CEO Pay Ratio and Culture Maisi Li ANR 132033 Master Finance Supervisor: Prof. Dr. H.M. Prast August 2018 1 Abstract This paper studies the determinants of the relative compensation of CEO and rank-and- file employees (CEO pay ratio). We use culture dimensions developed by Hofstede (2001) to explain the cross-national CEO pay ratio disparity. First, we relate culture dimensions (power distance, individualism-collectivism, long-term orientation and indulgence-restraint) to CEO pay ratio. Second, our results suggest that power distance is positively associated with CEO- employee relative pay; individualism is positively related to CEO pay ratio; long-term orientation is positively associated with CEO–employee relative pay and indulgence is positively related to CEO pay ratio as well. We conclude that culture dimensions give an explanation of CEO pay ratio gaps across nations. This conclusion indicates that the compensation structure in a firm carries some symbolic meanings determined by the sovereign values in a society. The corporate governance is an expression of a cognitive pattern of various cultures. Key words: culture; CEO pay ratio 2 Contents Abstract ...................................................................................................................................... 2 1. Introduction ............................................................................................................................ 4 2. Theoretical Background & Hypothesis Development ..........................................................
    [Show full text]
  • “Ceo Pay in Perspective”
    1059 December 2019 “Ceo pay in perspective” Marcel Boyer CEO PAY IN PERSPECTIVE Marcel Boyer* Ph.D., O.C., FRSC Emeritus Professor of Economics, Université de Montréal Abstract: The CEO pay ratio, measured as the ratio of CEO pay over the median salary of a firm’s employees, is the most often quoted number in the popular press. This ratio has reached 281 this last year for S&P500 firms, the largest US firms by capitalization (as of November 21 2019). But the B-ratio I proposed here, measured as the CEO pay over the total payroll of the firm, relates CEO pay to the salary of each employee and may be the most relevant and informative figure on CEO pay as perceived by the firm’s employees themselves. How much a typical employee of the S&P500 firms implicitly “contributes” to the salary of his/her CEO? An amount of $273 on average or 0.5% of one’s salary, that is, one half of one percent on an individual salary basis. To assess whether such a contribution is worthwhile, one must determine the value of the CEO for the organization and its workers and stakeholders. The Appendix provides the data for all 500 firms regrouped in 10 industries (Bloomberg classification). Key words: CEO pay ratio, B-ratio, S&P500, Bloomberg, Real options For transparency, I declare that I received no financial aid or support for this project, neither from public sources nor from private sources. This research is therefore totally independent. *I would like to thank my research assistant Owen Skoda for his help.
    [Show full text]