Citigroup Inc. :: Business, Global Bank

This reflection paper analyzes Citigroup Incs initiatives to set funds away for executives performance contain, how they are interacting with the media, and business tools that could improve the transparency of their pay system. Citigroup is a global bank with its headquarters in New York, NY (Citigroup, Inc., 2011). Citigroup received a U.S. government bailout two years ago (Hester, 2009) and has been operating strongly since then.This June Citigroup announce that it will be putting 86 million for the quarter into paid incentivees to key executives. The announcement was made by Citigroups community spokesman Jon Diat (Scheer & Eichenbaum, 2011). The mandate regulatory filing was filled out to where it addresses the possible recipients of the bonuses as further key employeesno name were given and the number of possible recipients was withheld as classified information (Scheer & Eichenbaum, 2011). A few possible recipient label were revealed to the media.Citigroups (Cit i) compensation beliefs are good because they understand that executives need to be financially recognized for their achievements. The following quote is an example of how companies can break dance to financially recognize employees achievements. An employer may non fire 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 sales representative just because he or she had earned a bigger bonus under an incentive program than the employer wanted to pay (Lawrence & Weber, p. 369, 2011). The quote higher up 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 elision that stockholders do not create the compensation system. Stockholders can exude bulky public ridicule. If a corporation accepts the criticis m of stockholders and organizations they may be viewed as wanting to fire the executive that has accomplished preset goals.Citi is keeping the almost of the profit-sharing candidates names confidential. An important aspect 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 programs. Investors may want to sleep together 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.