"A complete guide to crafting well-written, comprehensive contracts for hiring and retaining successful community college presidents"--Provided by publisher.

"Why? Because you still love your late wife??" "Yes," he didn't waver in his response and he glanced at her and she could see the emotions much present in his eyes, they were genuine and consuming. "Does it bother you??" His question drew her out of her thought and she quickly cleared her throat and shrugged, "No, it doesn't because I think I know that you still do, it's written in your eyes. You want someone to be beside you to help you convince the world of the lie that you have moved on from your late wife even though you truly haven't even after three years and you need someone who will know how you feel about her and still stay through it all. But we know such a person doesn't exist. No normal person would get into a relationship with you knowing full well that even though they fall for you, your heart will never be theirs. And so we make pretend and that's why you offered me the contract of being your pretend girlfriend, Mr inferno."

During the graduation party, Qing Huan had gotten drunk and had somehow managed to push down a man. Then, the god-like man looked at her coldly with a 100,000,000 yuan promissory note in his left hand and a small red book in his right hand, "Choose which one?" Qing Huan trembled in fear. "Choose ... The red book. " The man smiled in satisfaction. Three months ago, Qing Huan had married the man with the highest status and the most money in Luo City. Everyone was envious of her. Three months later, the man became a cripple. His envious gaze turned into pity. Qing Huan pursed her lips, smiling so much that her eyes curved into crescents. "They say that not only are you crippled, you're not even going to lift a single finger." A certain someone who was trying hard to do some rehabilitation work asked, "Do you want to try?"

"The pay gap between chief executive officers of major U.S. firms and their workers is higher than ever before--depending on the method of calculation, CEOs get paid between 300 and 700 times more than the average worker. Such outsized pay is a relatively recent phenomenon, but ... few detractors truly understand the numerous factors that have contributed to the dizzying upward spiral in CEO compensation. Steven Clifford, a former CEO who has also served on many corporate boards, has a name for these procedures and practices: 'The CEO Pay Machine.' [This book] is Clifford's ... explanation of the 'machine'--how it works, how its parts interact, and how every step pushes CEO pay to higher levels"--

Declan Knight, a popular socialite, has shown up unexpectedly at Gwen’s engagement party. His obsidian eyes burn with intensity, thinking back to when they last held each other eight years ago. Gwen comforted him after his lover’s death, but in the afterglow of their passion, he cast Gwen off as if she were nothing. Gwen has no idea why he’s suddenly appeared, so she’s as surprised as anyone when Declan takes Gwen’s hand and declares to the room that he’s her groom!

The CEO’s Boss, originally published in 2010, is the definitive guide to a productive working relationship between corporate boards and CEOs. Speaking to an era when company directors must monitor the actions and day-to-day operations of their CEO, William M. Klepper offers eight essential lessons to help boards operate more effectively in this bold and independent role. Since the publication of the first edition, Klepper has continued to develop and apply its lessons for a variety of businesses and settings. In this second edition, Klepper renews the paradigm set forth in the first, with new case studies of companies such as Wells Fargo, BP, Hewlett-Packard, and Proctor & Gamble. Giving directors, executives, investors, and stakeholders the tools to make crucial relationships work, Klepper details the best techniques for selecting the right CEO, establishing a working relationship, and giving effective feedback. He affirms the importance of the social contract between directors and their CEOs, encourages directors to embrace their independence, and teaches executives to value tough love. He revisits the first edition’s case studies and derives new insights from how these companies followed—or failed to heed—the book’s precepts. He also takes a close look at the predictions he made almost ten years ago, providing new forecasts and integrating core knowledge to ensure that The CEO’s Boss remains essential in our ever-changing business landscape.

The company is under-performing, its share price is trailing, and the CEO gets...a multi-million-dollar raise. This story is familiar, for good reason: as this book clearly demonstrates, structural flaws in corporate governance have produced widespread distortions in executive pay. Pay without Performance presents a disconcerting portrait of managers' influence over their own pay--and of a governance system that must fundamentally change if firms are to be managed in the interest of shareholders. Lucian Bebchuk and Jesse Fried demonstrate that corporate boards have persistently failed to negotiate at arm's length with the executives they are meant to oversee. They give a richly detailed account of how pay practices--from option plans to retirement benefits--have decoupled compensation from performance and have camouflaged both the amount and performance-insensitivity of pay. Executives' unwonted influence over their compensation has hurt shareholders by increasing pay levels and, even more importantly, by leading to practices that dilute and distort managers' incentives. This book identifies basic problems with our current reliance on boards as guardians of shareholder interests. And the solution, the authors argue, is not merely to make these boards more independent of executives as recent reforms attempt to do. Rather, boards should also be made more dependent on shareholders by eliminating the arrangements that entrench directors and insulate them from their shareholders. A powerful critique of executive compensation and corporate governance, Pay without Performance points the way to restoring corporate integrity and improving corporate performance.