Citigroup Inc. :: Business, Global Bank

This reflection theme analyzes Citigroup Incs initiatives to set funds aside for executive directors performance pay, how they be interacting with the media, and avocation tools that could improve the transp arncy of their compensation system. Citigroup is a global bank with its supply in New York, NY (Citigroup, Inc., 2011). Citigroup received a U.S. government bailout two old age ago (Hester, 2009) and has been operating strongly since then.This June Citigroup announced that it will be set 86 million for the quarter into paying bonuses to key executives. The announcement was do by Citigroups company spokesman Jon Diat (Scheer & Eichenbaum, 2011). The mandatory regulatory filing was alter out to where it addresses the possible recipients of the bonuses as merely key employeesno name were given and the number of possible recipients was withheld as classified information (Scheer & Eichenbaum, 2011). A few possible recipient names were revealed to the media.Citigroups (C iti) compensation beliefs are good because they understand that executives need to be financially recognized for their achievements. The interest quote is an example of how companies screw fail to financially recognize employees achievements. An employer whitethorn not wake a worker if this would violate an implied contract, such as a verbal promise, or basic rules of fair dealing. For example, an employer could not legally fire a salesperson just because he or she had earned a bigger bonus under an incentive plan than the employer wanted to pay (Lawrence & Weber, p. 369, 2011). The quote above explains how a company can set up a compensation system and then fire employees that successfully reach the top pay within that compensation system. Executives may experience similar treatment from stockholders, with the exception that stockholders do not take the compensation system. Stockholders can exude massive public ridicule. If a confederacy accepts the criticism of stoc kholders and organizations they may be viewed as wanting to fire the executive that has accomplished preset goals.Citi is keeping the some of the profit-sharing candidates names confidential. An important reflexion of protecting the interest of stockholders is to keep the company as transparent as possible (Lawrence & Weber, 2011). Citi should reveal all names of the executives that may earn bonuses from the profit-sharing designs. Investors may want to know about who is and is not a part of the profit-sharing program they may also want to know why the participants names are being kept confidential.