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摘要:你要留学圣安德鲁斯?你已经熟知圣安德鲁斯大学assignment的写作要求了吗?快来看看这篇文章,相信对你会有所启发......

3.0 公司治理系统的有效性 3

3.10 公司治理改革 3

3.20 管理激励 4

3.30 机构投资者管理 5

3.40 董事会的效率 5

4.0 影响英国治理系统选择的重要因素 6

4.10 重视投资者关系管理 6

4.20 完善内部制衡机制 7

4.30 强调市场机制对公司治理的影响 7

4.40 建立了非执行董事系统 8

5.0 英国公司治理的情况 9

6.0 结论 9

7.0 参考 9
 

1.0 执行概要
 

目前,公司治理有两个不同的风格:自愿风格和强制性风格。我们都知道,英国人往往采用自愿的公司治理方式。事实上,相比之下,在20世纪90年代,美国的公司治理方式是很受欢迎的,但是在2002,由于金融丑闻和治理改革计划的失误,这种治理方式开始受到批评和指责,英国的管理模式正逐渐蔓延开来,改革和发展逐步稳定。然而,这些只是一些媒体的头条新闻,这些头条新闻直指英国的银行业,去年,英国银行业的发展面临困境,如汇丰银行让贩毒团伙瞒汇漏税数十亿,另一个金融服务管理局FSA调查了巴克莱,苏格兰皇家银行在经过内部调查审核后可能面临制裁,银行诈骗老板£250万等银行诈骗案等触目惊心。文斯•凯布尔(Vince Cable)开始质疑文化和商业模式的发展,提倡新法律建立的必要性。
 

Table of Contents
 

1.0 Executive summary. 1

2.0 Introduction. 2

3.0 The effectiveness of a corporate governance system.. 3

3.10 The reform of corporate governance. 3

3.20 Management incentive. 4

3.30 Institutional investors management 5

3.40 The efficiency of board of directors. 5

4.0 Influence on Britain’s choice of governance system.. 6

4.10 Pay attention to investor relations management 6

4.20 Perfect internal checks and balances mechanism.. 7

4.30 Emphasis the market mechanism effects on corporate governance. 7

4.40 Developed non-executive director system.. 8

5.0 The situation of British’s corporate governance. 9

6.0 Conclusion: 9

7.0 Reference list 9
 

1.0 Executive summary
 

Corporate governance has two different styles: a Voluntary style and a mandatory style. We all know that the British have a Voluntary style of corporate governance. In fact, compared with the corporate governance of the United States which is very popular in the 1990 s and is criticized because of the financial scandal and governance reform plan in 2002, Britain's management mode is gradually progressing with the characteristics of its gradual reform and steady development. However, these are just some of the media headlines the British banking sector has faced in the last year, such as HSBC let drug gangs lauder billions, another FSA probe at Barclays, RBS may face sanctions inquiry after internal review, bank fraud boss in £2.5 million bank fraud and so on. Vince Cable questions the culture and business model while debating the need for new laws.
 

The article first discusses the circumstances that can alter the effectiveness of a corporate governance system, which include management incentive, institutional investor management and efficiency of board of directors. Secondly, how these factors would influence Britain’s choice of governance system, which include effects of investor relations management, perfect internal checks and balances mechanism, the market mechanism effects on corporate governance and non-executive director system. Finally, we draw a conclusion and believe that Britain should not be considering changing to a mandatory style of corporate governance and should take some mandatory measures locally to solve the problem faced by Britain now.
 

2.0 Introduction
 

Corporate governance has attracted hot social concern, investors, government, community, the media and employees in the look at the board of directors of company, the CEO's performance. With the world economic and technological advance by leaps and bounds, the internal and external environment about corporate governance mechanism has undergone tremendous changes, in this context, the corporate governance will be where to go is a question worth our further study.
 

According to the law of different origin, corporate governance can be divided into the day DE mode which originated from continental law system and the Anglo-American model which originated from common law system. However, although Britain and the United States are in the Anglo-American model, the corporate governance between Britain and the United States are not the same. British have a Voluntary style of corporate governance while the United States has a mandatory style of corporate governance (Ronald, 2001).
 

3.0 The effectiveness of a corporate governance system
 

3.10 The reform of corporate governance

During 1980 to 1989, British corporate governance is suffering from big losing of confidence just as U.S. at early 21st century. At that time, a lot of outstanding companies such as the British group, the mirror BCCI, Polly Peck, etc., break out the severe financial cases of fraud, caused highly attention or heated debate associated with corporate governance problems between theory and practice in British.
 

In order to protect benefits of investors and stabilize British’s economy, British carried out commission survey under Adrian Cadbury jazz leadership, and published the famous “Cadbury report” in 1992. This report lay an foundation a lot of corporate governance reform in British, And shaped an unique corporate governance survey model, Namely special committee conducted by the authority scholars in term to the corporate governance’s problem, investigation, analysis or research, evidence collection, discussion, finally publish report and supervise the implementation process (Simnett, Vanstraelen and Chua. 2009).
 

Because of above model, after the Cadbury report (1992), Britain published a lot of research report, including Greenbury report (1995) noticed salary system, survey Hampel report (1998) that is the review and investigation about the situation of the implementation of Cadbury report and the Greenbury report, issued a "joint act" based on the above three report; Then launched an investigation for several specific issues, for example, Turnbull report (1999) about internal control problems and about Myners report (2001) the role of institutional investors.
 

After the Enron events shocked the world in the U.S., Britain also actively put forward their corporate governance model, Respectively made investigation and issued the Higgs report (2003) about non-executive role and the efficiency, Smith report (2003) about the role of the audit committee and Tyson report (2003) about non-executive director recruitment and development, development and combined with the report issued a "revision of the joint act" (2003). The act was brought into the appendix of the London stock exchange listing rules which has detailed content, system and creative adopted "abide by or explain" rules, requires that all the listed company shall disclosure detail compliance with the law criterion (Mallin, Mullineux and Wihlborg, 2005). If not keep it shall make interpretation and description in the annual report.
 

According to criterion basic principles, Britain's listed company can flexibly select the most suitable for the development of company's management policy, and fully embody the British corporate governance characteristics of self-discipline.
 

3.20 Management incentive

Management incentive is very important to corporate governance. The United States and Britain the common stock or options to motivate executives’ layer, the original intention of this kind of incentive ways for management is to coordinate the different benefits between shareholders and management, encourage managers to create huge outcomes for their company and shareholders. However, the research shows that the performance of the company and the salary increase was not clear related.
 

In Britain, the British government design the mechanism linked the managers compensation with corporate performance, restraint manager’s short-sighted of pursuing to recent share price rise and personal wealth growth to some extent. The initial Cadbury report proposed CEO and chairman of the board was not the same people, soon afterwards the Greenbury report make a more detailed advice to director's salary: Setting up an independent remuneration committee, disclose the relevant information about the director salary policy, the types of directors' compensation and detailed project, stock option motivation and the relevant information (Godfrey, 2005). As a portion of company's annual report, it submits shareholders committee to admit the form of report, make the salary incentive more open and it also facilitates supervision ( Becht and Bolton, Röell, 2003).
 

In 2003, Britain revised company law, request the company, in the annual report disclosure two compelling content: the first one is that we must disclose consultant’s name who participated in setting scheme of executive pay compensation, in order to ended this phenomenon that compensation consultants do not have independent position; the second is to determine if the salary is the result of comparison with the similar company which must be disclosed to peer team, avoid the executive compensation set not relative performance which the company pay salary rising.  

本文标签: 公司治理方式强制性Mandatory StCor

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