Company 1: TelstraTelstra is known as Australia's leading telecommunications and selective information services company, offering a complete chain of communications services and competing in all telecommunications markets. In Australia we provide 15.8 million mobile services, 7.7 million fixed voice services and 2.8 million fixed retail broadband services. Their motto is that the more connected people are, the more opportunities they have. That's why we help create a bright, connected future for everyone, every day. Telstra's future focus is to improve customer protection, drive value from the core and build new growth businesses. 2013 Compensation Highlights Compensation results in fiscal 2013 were consistent with the Company's positive performance against financial and customer objectives. The governance of these outcomes remains a key objective of the Board of Directors and the Remuneration Committee, who regularly review their policies to ensure that compensation outcomes for their executives continue to be aligned with business performance. Some changes have been made in the compensation framework and practices to further align the compensation structure with the business strategy and improve compensation governance. The two changes made were; first, the replacement of the customer satisfaction measure with a Net Promoter Score (NPS) measure in 2013. Short-term incentive plan during 2013, which aims to improve customer service. Secondly, as mentioned in Telstra's 2013 annual report p. 47, “sought and obtained shareholder approval for the 2013 long-term incentive awards from David Thodey (Chief Executive Officer) at our 2012 AGM as mentioned in their 2012 remuneration report” . Types of remuneration offeredThe numerous types of remuneration offered..... . middle of paper ......nt of this law, shareholders have the right to express their concerns regarding executive compensation and the board of directors must take their concerns into consideration.ConclusionIn conclusion, both companies The National Australia Bank (NAB) and Telstra operate very effectively in relation to their remuneration and share options. Both companies offer a wide range of compensation packages and provide incentives that best suit employee needs. Telstra is very efficient in managing interests between managers and owners and in minimizing contracting costs within the organization. NAB measures employee performance before they offer bonus and incentive plans. Additionally, both companies' annual reports provide information on how their managers are compensated in terms of compensation plans.