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Employee Stock Options: Exercise Timing, Hedging, and Valuation

為了解決S&P 500 companies的問題，作者Leung, Tim 這樣論述：

Employee stock options (ESOs) are an integral component of compensation in the US. In fact, almost all S&P 500 companies grant options to their top executives, and the total value accounts for almost half of the total pay for their CEOs. In view of the extensive use and significant cost of ESOs to f

irms, the Financial Accounting Standards Board (FASB) has mandated expensing ESOs since 2004. This gives rise to the need to create a reasonable valuation method for these options for most firms that grant ESOs to their employees. The valuation of ESOs involves a number of challenging issues, and is

thus an important active research area in Accounting, Corporate Finance, and Financial Mathematics.In this exciting book, the author discusses the practical and challenging problems surrounding ESOs from a financial mathematician's perspective. This book provides a systematic overview of the contra

ctual features of ESOs and thoughtful discussions of different valuation approaches, with emphasis on three major aspects: (i) hedging strategies; (ii) exercise timing; and (iii) valuation methodologies. In addition to addressing each of these categories, this book also highlights their connections

and combined effects of the cost of ESOs to firms, as well as examines the implications to modeling and valuation approaches. The book features a unique approach that combines stochastic modeling and control techniques with option pricing theory, and provides formulas and numerical schemes for fast

implementation and clear illustration.

S&P 500 companies進入發燒排行的影片

教練型領導組織承諾的關係:以組織創新活力為中介變項

為了解決S&P 500 companies的問題，作者賴世耕 這樣論述：

教練型領導是通過鼓勵、指導、授權等方式樹立工作目標，最終實現領導者和員工之間相互促進以及共同發展。透過提高組織創新活力，來提高組織承諾，使員工達到對企業有緊密的關係，並且提高創新活力，以利組織面對環境改變越來越快速的問題。本研究之搜取樣本方法使用便利抽樣方式，而研究對象為台灣企業之員工，須在公司滿3個月以上工作經驗，並具有團隊經驗，以網路問卷發放，共回收452份問卷，刪除無效問卷後共409份，有效問卷之回收率為90.48%。在統計數據顯示，假設一為教練型領導對整體組織承諾具有顯著正向影響(β=.712 , p < .001)，故假設一成立。假設二教練型領導對整體組織創新活力具有顯著正向影響(

β=.749 , p < .001)，故假設二的推論成立。假設三組織創新活力對整體組織承諾具有顯著正向影響(β=.846 , p < .001)，假設三的推論成立。假設四組織創新活力中介教練型領導與組織承諾之間在加入組織創新活力的中介變項後，教練型領導對組織承諾的影響力下降(β= .712 , p < .001、β= .183 , p < .001)，故假設四成立。根據上述的假設成立給予實務上的建議，首先，在現今大數據時代的來臨，若組織內部的領導者具有教練型領導風格，可以帶給員工更高的組織承諾；在面對需要快速創新的產業與組織，教練型領導能夠促進組織創新活力，是組織面對創新更有動能；在組織中的組

織創新活力的程度越高，會更吸引組織內部的成員提高歸屬感與承諾；在了解組織創新活力中介於教練型領導與組織承諾之間，可以更能夠了解，組織內部員工對於領導者與組織需要能夠帶來協助與好的溝通才有辦法讓員工有所歸屬。

Reimagining Capitalism in a World on Fire

為了解決S&P 500 companies的問題，作者Henderson, Rebecca 這樣論述：

A renowned Harvard professor debunks prevailing orthodoxy with a new intellectual foundation and a practical pathway forward for a capitalism, a system that has lost its moral and ethical foundation.Free market capitalism is one of humanity's greatest inventions and the greatest source of prosperity

the world has ever seen. But this success has been costly. Capitalism is on the verge of destroying the planet and destabilizing society as wealth rushes to the top. The time for action is running short. Rebecca Henderson's rigorous research in economics, psychology, and organizational behavior, as

well as her many years of work with companies around the world, gives us a path forward. She debunks the worldview that the only purpose of business is to make money and maximize shareholder value. She shows that we have failed to reimagine capitalism so that it is not only an engine of prosperity

but also a system that is in harmony with environmental realities, striving for social justice and the demands of truly democratic institutions. Henderson's deep understanding of how change takes place, combined with fascinating in-depth stories of companies that have made the first steps towards re

imagining capitalism, provides inspiring insight into what capitalism can be. With rich discussions of how the worlds of finance, governance, and leadership must also evolve, Henderson provides the pragmatic foundation for navigating a world faced with unprecedented challenge, but also with extraord

inary opportunity for those who can get it right. Rebecca Henderson is the McArthur University Professor at Harvard University (the highest honor that can be awarded to a faculty member), where she teaches the acclaimed course ＂Reimagining Capitalism.＂ Henderson spent the first twenty-one years of

her career at MIT’s Sloan School where she was ＂teacher of the year＂ and where her research focused on the economics of innovation and on the question of how large organizations can reinvent themselves. Inducted in to the American Academy of Arts and Science in 2018, Henderson is also a Research F

ellow at the National Bureau of Economic Research and the recipient of a number of academic prizes, including most recently the Viipuri Prize for strategy research and a recent election to the British Academy. Henderson’s academic career is complemented by a deep engagement with the practice of man

agement. She has been on the boards of Amgen, a Fortune 200 company, for eight years, and Idexx, an S&P 500 company, for fifteen years. She has also consulted with a wide variety of companies including IBM, Motorola, Cisco, Nokia, Eli Lilly, BP, ENI, Unilever, and P&G, and is routinely invited to sp

eak to executives around the world.

碳排放量與公司治理之關係

為了解決S&P 500 companies的問題，作者吳家瑋 這樣論述：

氣候變遷與全球暖化是國際間最重視的議題之一，企業應將氣候變化因應措施納入營運策略和規劃，許多歐美企業也將永續發展目標設為推動業務與企業社會責任的方向，目的在落實減碳目標及打造永續環境。由於董事會為推動及落實企業永續發展責任之關鍵角色，更重視氣候變遷等議題，可以提升國際競爭力。本研究以2006年至2020年台灣高碳排放產業如水泥工業、塑膠工業、鋼鐵工業及油電燃氣等傳統產業和電子業等產業為研究對象，並以董事會開會次數及董事會規模作為公司治理的主要代理變數，探討產業碳排放量與公司治理之關係。研究結果顯示，水泥工業之董事會開會次數與碳排放量呈現正相關，還發現鋼鐵工業與電子業的董事會規模對於碳排放量呈

現負相關。由此可知，良好的公司治理會影響企業的碳排放量，使公司能朝向永續發展邁進，落實節能減碳並能善盡企業社會責任。