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讀MBA的人多了,從薪酬來看CEO級(jí)人才卻依然供不應(yīng)求

讀MBA的人多了,從薪酬來看CEO級(jí)人才卻依然供不應(yīng)求

Ryan Derousseau 2014年12月25日
公司高層幾乎都有類似的教育背景。類似的思維方式,可能是過去幾十年間CEO薪酬大幅上漲的原因之一。

?? ?在學(xué)習(xí)大多數(shù)MBA課程期間,商學(xué)院學(xué)生要閱讀無數(shù)個(gè)案例,評估不同類型公司的戰(zhàn)略,分析推出新產(chǎn)品的成本和削減開支的新方法。你或許會(huì)想,接受過這些教育的MBA畢業(yè)生們,肯定是抑制CEO薪酬上漲趨勢的最佳人選。但諷刺的是,MBA數(shù)量的增多可能正是CEO薪酬一路上漲的原因所在。

????持有MBA學(xué)位的人越來越多,是商界極少數(shù)能與高管薪酬驚人增長相媲美的趨勢之一。最新數(shù)據(jù)顯示,2011 – 2012屆畢業(yè)生中,MBA學(xué)生占碩士畢業(yè)生總?cè)藬?shù)的25%,共有191,571名學(xué)生獲得該學(xué)位。教育與計(jì)算機(jī)科學(xué)/工程專業(yè)的碩士畢業(yè)生人數(shù)分列第二和第三位,分別為178,062和66,014人。

????近幾年攻讀MBA學(xué)位的人數(shù)持續(xù)增加。事實(shí)上,從1970年以來,各大院校的MBA畢業(yè)生數(shù)量增加了623%;同期教育碩士學(xué)位的增長幅度為103%。

????經(jīng)濟(jì)政策研究院(Economic Policy Institute)的數(shù)據(jù)顯示,CEO薪酬開始指數(shù)級(jí)增長的時(shí)間相對較晚——始于上世紀(jì)90年代。

????During most MBA programs, business school students read numerous case studies, evaluating the strategies of many different kinds of companies, analyzing the cost of bringing new product lines to market and novel methods to cut expenses. You would think that, after all that training, MBA grads would be the perfect candidates to halt the runaway growth of CEO pay. But, in an ironic twist, could the rising number of MBAs be pushing the perceived value of a CEO ever higher?

????The MBA degree’s growth in popularity is one of the few trends in the business world that matches the extraordinary growth in executive pay. According to the most recent data, from the 2011-2012 graduating class, MBA students accounted for 25% of the total master’s handed out, with 191,571 students receiving the degree. Education and computer science/engineering students came in second and third, with 178,062 and 66,014 degree recipients, respectively.

????The MBA has grown in popularity for years. In fact, the number of MBAs issued has jumped 623% since 1970; education master’s degrees increased 103% during that time.

????CEO pay growth took a little longer, waiting until the 1990s before its exponential rise, according to data from the Economic Policy Institute.

????隨著MBA的人數(shù)增加,越來越多的公司董事會(huì)成員和CEO們都擁有這個(gè)學(xué)位。這是有道理的。公司希望獲得最優(yōu)秀的人才,認(rèn)為他們會(huì)專注于如何維持或發(fā)展一家公司,并且為了實(shí)現(xiàn)這個(gè)目標(biāo)愿意做出艱難的選擇,而這些正是MBA們學(xué)過的內(nèi)容。

????在任何一年,標(biāo)準(zhǔn)普爾500公司擁有MBA學(xué)位的CEO比例都在40%左右。MBA是CEO當(dāng)中擁有比例最高的學(xué)位。25%至30%的標(biāo)準(zhǔn)普爾500公司CEO擁有其他高級(jí)學(xué)位,如博士學(xué)位或法律學(xué)位。

????獵頭公司史賓沙(Spencer Stuart)發(fā)現(xiàn),61%的新任董事是現(xiàn)任或已退休的董事長、總裁或CEO。另外13%為現(xiàn)任或已退休的高管,20%為銀行家、投資者或首席財(cái)務(wù)官(CFO)。所以,我們可以肯定地說,這些高管中有相當(dāng)大一部分擁有MBA學(xué)位或其他高級(jí)學(xué)位。

????大公司高管與董事會(huì)成員之間的相似性,引發(fā)了人們對于多元化的擔(dān)憂。既然這么多人都有非常類似的教育背景,那么在協(xié)商高管薪酬和公司戰(zhàn)略的時(shí)候,出現(xiàn)不同意見的可能性又能有多大呢?

????很少有人研究董事會(huì)中MBA學(xué)位持有者比例的影響,但越來越多的證據(jù)顯示,缺乏多樣性會(huì)給公司造成傷害。一項(xiàng)正在接受同行評議的一項(xiàng)研究發(fā)現(xiàn),董事會(huì)多元化與是否愿意接受風(fēng)險(xiǎn)之間存在明顯的聯(lián)系。

????該項(xiàng)研究的聯(lián)合負(fù)責(zé)人、維克森林大學(xué)(Wake Forest University)商學(xué)院會(huì)計(jì)學(xué)副教授楊亞文(音譯)表示:“我們發(fā)現(xiàn),董事會(huì)越多元化,公司愿意冒險(xiǎn)的可能性就越低。若想控制過度風(fēng)險(xiǎn)行為,就應(yīng)該提高董事會(huì)的多元化程度?!?/p>

????楊補(bǔ)充道,此前的證據(jù)證明,多元化的董事會(huì)更愿意為投資者提供股息,或者向投資者返還更多現(xiàn)金回報(bào)。

????研究中所說的多元化是指不同的種族、年齡、職業(yè)經(jīng)歷和任期。研究人員并未對董事會(huì)成員的教育背景進(jìn)行專門研究。

????既然有這么多MBA學(xué)生進(jìn)入職場,為什么聘用一位CEO的成本卻不降反升?

????高管們和董事會(huì)成員會(huì)告訴你,他們認(rèn)為該CEO能力超群,是不可替代的。但隨著可用人才越來越多,其中出類拔萃者也應(yīng)該越來越多。可供選擇的頂級(jí)人才將不斷增加,理應(yīng)導(dǎo)致此類人群的薪酬需求走低。

????CEO薪酬其實(shí)是從上世紀(jì)90年代才開始上漲的。是否因?yàn)楫?dāng)時(shí)出色人才數(shù)量突然減少,才導(dǎo)致優(yōu)秀CEO薪酬上漲?或者是因?yàn)镸BA課程再也培養(yǎng)不出優(yōu)秀的畢業(yè)生?我想那些久負(fù)盛名的美國商學(xué)院的畢業(yè)生們肯定不會(huì)同意這樣的說法。(財(cái)富中文網(wǎng))

????譯者:劉進(jìn)龍/汪皓

????As the MBA-toting population has increased in general, a growing share of corporate board members and CEOs have the degree on their resumes. It makes sense. Companies want to have the best talent and, presumably, the best will have focused on how to sustain or grow a business and be willing to make tough choices to do so, which is what students learn during an MBA program.

????About 40% of S&P 500 CEOs have an MBA, in any given year. It is, by far, the degree with the most representation among such executives. Between 25% and 30% of S&P 500 CEOs have another type of advanced degree, like a PhD or law degree.

????Executive search firm Spencer Stuart found that 61% of new directors were current or retired chairs, presidents, or CEOs. Another 13% were active or retired executives and 20% were bankers, investors or CFOs. It’s safe to assume that a sizable portion of these executives have MBAs or other advanced degrees.

????Such similarities among large company executives and board members raises concerns about diversity. If many of these people have a very similar educational background, what’s the likelihood that there will be a wide range of opinions when it comes time to talk executive pay and corporate strategy?

????There’s little research on the impact of the number of MBAs in the boardroom, but a growing amount of evidence suggests that a lack of diversity can hurt a company. In a study currently undergoing peer review, researchers found a significant link between board diversity and willingness to take on risk.

????“We found that the more diverse the board, the less likely [a company is willing] to take risk,” said Ya Wen Yang, assistant professor of accounting at the Wake Forest University school of business and a co-author of the study in question. “If you want to curb excessive risk taking, then add diversity to the board.”

????Yang adds that there’s early evidence that diverse boards are more willing to provide investors with dividends or give money back to shareholders.

????In this case, diversity was taken to mean differences in race, age, professional experience, and tenure. The researchers did not specifically examine board members’ educational background.

????With all of these MBA students entering the workforce, why hasn’t the cost of the talent dropped?

????Executives and board members will tell you that they view their CEO as extraordinarily skilled and nearly impossible to replicate. A degree doesn’t signify that level of talent. And they may be right, to a point. But at some level, as more talent becomes available, the amount of extraordinary talent on offer should increase. There may be an outlier or two of otherworldly talent—you could use the example of Steve Jobs (no MBA) in the CEO world—but for the most part, there will be more great talent to select from, which should cause a decrease in the salaries those people command.

????CEO pay really started to rise in the 1990s. Was there a sudden drop in talent at that time, leading to a price increase for a quality CEOs? Did MBA programs stop producing quality graduates? I doubt that many alumni of America’s prestigious business schools would agree.

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