Sosialisasi Management / Employee Stock Option Program (MESOP) Bagi Pengurus Serikat Pekerja Di Kabupaten Karawang Dalam Rangka Peningkatan Partisipasi Kepemilikan Dan Kesejahteraan Pekerja

Management / employee stock option program di Indonesia merupakan program untuk peningkatan kesejahteraan pekerja menjadi hal yang penting untuk dipahami oleh tenaga kerja di Indonesia. Program MESOP atau ESOP merupakan suatu program perusahaan yang memungkinkan para karyawan untuk turut serta memiliki saham dari perusahaan tempat mereka bekerja. Tujuan dari program ini adalah sebagai sarana bagi perusahaan untuk memberikan apresiasi kepada karyawannya, serta dapat menciptakan keselarasan kepentingan antara pemegang saham perusahaan dengan manajemen dan karyawan perusahaan tersebut. Dalam pengabdian pada masyarakat ini akan memberikan sosialisasi mengenai Program MESOP yang dilaksankan oleh Tim Pengabdian Kepada Mayarakat (PPM) Fakultas Hukum Universitas Padjadjaran. Metode yang dipergunakan dalam kegiatan ini adalah diskusi terarah dengan sasaran Pengurus Serikat Pekerja di perusahaan-perusahan, pengurus Serikat Pekerja cabang Kabupaten Karawang, sehingga dapat memahami dan menjalankan program MESOP untuk peningkatan kesejahteraan Pekerja. Hasil Kegiatan Pengabdian Pada Masyarakat ini dapat memberikan tambahan pengetahuan dan pemahaman bagi pengurus serikat pekerja sehingga kedepannya dapat diajukan untuk masuk dalam ketentuan dalam perjanjian kerja bersama sebagai program yang dapat dijalankan oleh perusahaan dan pekerja.

Impact of Employee Stock Ownership Plans on Productivity in Video Game Companies

The article deals with the importance of ESOPs (employee stock option plan) for the motivation of key employees of companies producing and publishing computer games. The conducted literature review led to the identification of a motivation model that explains how ESOPs can affect the motivation of employees in this industry. An analysis of the available studies on the importance of ESOPs for employee motivation revealed the existence of at least one key success factor of ESOPs—psychological ownership. The empirical study includes an ESOP analysis of five computer game companies listed on the Warsaw Stock Exchange in terms of changes in the dynamics of employee productivity caused by an ESOP. One of the most important discoveries is the relationship between productivity and the structure of the ESOP, in particular the percentage of company shares that were offered to its participants.

Pengaruh employee stock option plan (ESOP) terhadap earnings management (studi pada perusahaan yang listed di bursa efek indonesia periode 2015 – 2017)

This Study aimed to determine the effect of ESOP on Earnings Management. The populations of this study were all companies listed on the Indonesia Stock Exchange for the period 2015-2017. The sample was determined by purposive sampling technique and obtained 30 company’s annual reports as the sample. The data collection method used secondary data documentation techniques that was obtained from the website www.idx.co.id. Data analysis was performed using panel data regression analysis. The results showed that the ESOP had no effect on Earnings Management. Penelitian ini bertujuan untuk mengetahui pengaruh ESOP terhadap Earnings Management. Populasi penelitian ini seluruh perusahaan yang terdaftar di Bursa Efek Indonesia periode 2015-2017. Sampel ditentukan dengan teknik purposive sampling dan diperoleh sampel 30 laporan tahunan perusahaan. Teknik pengumpulan data menggunakan teknik dokumentasi data sekunder yang diperoleh dari website www.idx.co.id. Analisis data menggunakan analisis regresi data panel. Hasil penelitian menunjukkan ESOP tidak berpengaruh terhadap Earnings Management.

Employee Ownership

Narrowly defined, Employee Ownership (EO) is a mechanism for employees to have a financial stake in the enterprise. It can take many forms, including Employee Stock Ownership Plans (ESOPs), worker-owned cooperatives, perpetual trusts, profit sharing, Employee Stock Option Plans, gain sharing, Employee Stock Purchase Plans (ESPPs), grants of restricted stock units (RSUs) and performance-based equity shares, phantom stock, and mutual companies. As this practice has developed, the term has come to mean both financial and psychological engagement in the enterprise. Contrary to the academic ideal of theory leading to practice, theories regarding EO have been derived often from practice. Early studies that looked at only financial engagement produced mixed results relative to organizational performance. More recent studies that have studied simultaneously the impact of financial and psychological engagement have provided strong evidence that collectively there is a significant impact between them and organizational performance. EO with a high psychological engagement has also been referred to as shared capitalism, shared entrepreneurship, and democratic capitalism. Regardless of the terminology when done well, they have produced positive results for the organization, employee-owners, and society. One reviewer of a book on EO compared it to a Swiss Army knife because the authors claimed that it could increase worker productivity and commitment, reduce income and wealth inequality, and improve firm performance, sustainability, and employment stability. EO in practice is not always capable of perfectly achieving its goals, and many of the practitioners talk about it being a journey. Academics working on understanding EO and how, when, and where it works may be able to help practitioners achieve these results and more by suggesting the conditions and contingencies under which it works or does not work to achieve firm-level, employee-level, and society-level outcomes. Before proceeding, one thing that may distinguish this bibliography from some of the others in this collection is the number of practitioner sources. EO predates the formalization of management as an area of academic interest. Even after the establishment of management as an area of academic interest, EO appears to have developed more from the practice of business than from academic theory. When practitioners do acknowledge academic theory as a source of guidance, they tend to blend multiple theories rather than a single overarching theory of EO.

Executive Compensation and Firm Performance in New Zealand: The Role of Employee Stock Option Plans

We examine the role of employee stock option plans (ESOPs) in mitigating agency problems in New Zealand firms. We find that ESOPs have a significant and positive effect on firm performance relative to their non-ESOP counterparts. This relation appears within a year from the first ESOP announcement, and for two to four years after the announcement. Our results show that ESOPs improve corporate performance by 10 times the cost of the ESOPs’ adoption in the first year of issue. The improvement persists for four years after the first issuance. These findings confirm the effectiveness of employee stock option plans for companies issuing ESOPs compared with companies that do not issue ESOPs, and show how much the value creation of ESOPs contributes to these firms.

Binomial Approach for The Valuation of Employee Stock Option with some features: Vesting Period, Exit Rate, Reload, and Reset

An Employee stock option (ESO) is one of compensation that given by company to their employee. It gives right to the employee to buy companies stock in the future with special price that have been agreed when the options were granted. In general, the valuation of ESO pricing is different with other option pricing. ESO have some features which accommodate company importance and also consider employee behavior. This article aimed to apply the binomial approach for the valuation of ESO by considering some features such as a).Vesting period, which is waiting time to exercise the option, b). Exit rate, which is feature that consider employments shock, c). Reload, a feature that give a new option after the old one had been exercised, d). Reset, a feature that doing reset on the agreement in ESO if stock in “out of money” condition. The valuation of the ESO price have been derived from the five possibility of payoff with consideration of each features involved. This study gave the valuation of ESO which consists of two areas, namely the ESO price after vesting period and ESO price at vesting period.

Kinerja Perusahaan sebagai Pemediasi Pengaruh Penerapan Employee Stock Option Plan (ESOP) pada Nilai Perusahaan

Limited liability company (Ltd) based on a contract cooperative relationship which is the basis of agency theory with the risk of conflict. The solution to minimize is the employee stock ownership program with the Employee Stock Option Plan (ESOP) strategy. The purpose of this study is to obtain empirical evidence of the relationship of stock options granted’s number to the firm value through firm performance. This research was conducted at companies listed in the BEI and conducted ESOP grants in 2014-2018. Samples obtained using purposive sampling were 48 observations. Data analysis technique used is path analysis. The results showed that the number of stock options granted had a positive effect on firm performance, firm performance had a positive effect on firm value, the number of shares options granted had a positive effect on firm value, and firm performance mediated the relationship between the number of shares options granted and firm value. Keywords: Employee Stock Option Plan; Firm Performance; Firm Value.

Employee Stock Option Plans: A Meta-Analysis (Understanding Impact of Esops Through Literature)

The usage of psychological ownership as an HR practice has been of a relatively recent origin. It is fast being recognized as a useful tool in the area of human resource management. Employee Stock Option Plans are being used as a technique to propagate psychological ownership and gain many advantages including a competitive edge. This paper explores the available literature on psychological ownership in general and Employee Stock Option plans in particular over a thirty year period from 1988 till 2018. An attempt has been made to integrate all matter into a theoretical model indicating the effect of such plans on individuals and organizations. In the study, several empirical as well as theoretical papers have been studied and the impact of Employee Stock Option Plans on several parameters like organizational productivity, individual performance, absenteeism, employee turnover and organizational citizenship behaviour have been reported. Several job attitudes like job satisfaction and commitment of employees towards their organization have also been reported. The studies reporting conditions of these plans that make them successful have been covered comprehensively.

Accrual management and the decision to sell or hold shares acquired from the exercise of employee stock options

This study extends the employee stock option literature by examining the impact of accrual management, before and after stock option exercise, on the timing of sales of shares acquired at exercise. We find evidence that accrual management prior to exercise is positively associated with the decision to quickly sell shares after exercise, facilitating a short-term exercise-and-sell strategy. Alternatively, we find that, among executives initially choosing to hold at exercise, tax incentives appear to drive both post-exercise accrual management and the timing of sale transactions. Specifically, our results suggest that executives use income-increasing accruals during the holding period to bolster their stock option gains sand then sell immediately after satisfying the minimum (twelve month) holding period for long-term capital gain treatment. These results provide context for prior research that found evidence of earnings management leading up to option exercise on the expectation of an immediate sale.