2 paragraphs- post a substantive response to the question below. As a result of the executive compensation regulations imposed on companies taking TARP* funding and the AIG bonus payments, the door has been opened for increased federal regulation of executive compensation. The executive compensation provisions currently only apply to financial institutions (generally including U.S. banks, broker-dealers and insurance companies) that participate in the TARP. It is impossible at this point to predict how open the door is and whether or not there will be a comprehensive effort by the federal government to control executive compensation. Looking at this from the lens of human capital development, what impact (if any) would compensation ceilings and/or regulations have on developing executive leadership? (*The Troubled Asset Recovery Program (TARP) was created in October 2008 as part of the $700 billion bank bailout bill.Since the original disbursement, TARP funds have been used to buy preferred stock in, or loans to companies such as: AIG, Community Banks, Big 3 Auto Companies, Citigroup and Bank of America.)
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