Case: Executive compensation at General Electric (A) [9-105-072] Reading: Devers. C. E.. McNamara, G., Wiseman, R. M.. &Arrfelt. M. 2008. Moving closer to the action: Examining compensation design effects on firm risk. Organization Science, 19: 548-566. Note: Located in the \"Non-H33 readings\" le under \"Course Documents\" in Blackboard. Focus questions: What does GE's compensation plan do to encourage executives to manage for long-term results? How is the "long-term" defined in the GE compensation scheme? Focusing on the changes made to the plan since 2002, why did the compensation committee at GE decide to replace the stock options in lmmelt's pay package with performance share units and replace 40% of stock options for other executives with restricted stock units? Do you accept GE's rationale for the change? Looking at lmmelt's compensation plan, what are the pros and cons that you see? What modifications would you propose to GE's executive compensation plan