{"id":742,"date":"2026-05-21T10:51:58","date_gmt":"2026-05-21T03:51:58","guid":{"rendered":"https:\/\/binus.ac.id\/malang\/minor-program\/?p=742"},"modified":"2026-05-21T10:51:58","modified_gmt":"2026-05-21T03:51:58","slug":"gaji-founder-dan-perangkap-benchmark","status":"publish","type":"post","link":"https:\/\/binus.ac.id\/malang\/minor-program\/2026\/05\/21\/gaji-founder-dan-perangkap-benchmark\/","title":{"rendered":"Gaji Founder dan Perangkap Benchmark"},"content":{"rendered":"<p style=\"text-align: justify\" data-start=\"8269\" data-end=\"8753\">Studi Pepper tentang CEO pay di Inggris dari 1968\u20132022 memberi pelajaran penting bagi startup leader: struktur kompensasi tidak netral. Di perusahaan besar Inggris, kenaikan kompensasi CEO dipengaruhi oleh imitasi struktur gaji Amerika, penggunaan stock options, benchmarking sosial, dinamika remuneration committee, dan problem koordinasi investor. Akibatnya, kompensasi dapat naik bukan semata karena kinerja, tetapi karena semua pihak meniru standar pasar yang terus bergerak naik.<\/p>\n<p data-start=\"8269\" data-end=\"8753\"><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-743\" src=\"http:\/\/binus.ac.id\/malang\/minor-program\/wp-content\/uploads\/sites\/8\/2026\/05\/Screenshot-2026-05-21-at-10.51.31-AM.png\" alt=\"\" width=\"1276\" height=\"1138\" srcset=\"https:\/\/binus.ac.id\/malang\/minor-program\/wp-content\/uploads\/sites\/8\/2026\/05\/Screenshot-2026-05-21-at-10.51.31-AM.png 1276w, https:\/\/binus.ac.id\/malang\/minor-program\/wp-content\/uploads\/sites\/8\/2026\/05\/Screenshot-2026-05-21-at-10.51.31-AM-300x268.png 300w, https:\/\/binus.ac.id\/malang\/minor-program\/wp-content\/uploads\/sites\/8\/2026\/05\/Screenshot-2026-05-21-at-10.51.31-AM-1024x913.png 1024w, https:\/\/binus.ac.id\/malang\/minor-program\/wp-content\/uploads\/sites\/8\/2026\/05\/Screenshot-2026-05-21-at-10.51.31-AM-768x685.png 768w, https:\/\/binus.ac.id\/malang\/minor-program\/wp-content\/uploads\/sites\/8\/2026\/05\/Screenshot-2026-05-21-at-10.51.31-AM-480x428.png 480w\" sizes=\"auto, (max-width: 1276px) 100vw, 1276px\" \/><\/p>\n<p style=\"text-align: justify\" data-start=\"8755\" data-end=\"9097\">Bagi startup, perangkapnya mirip. Founder bisa mulai membenarkan gaji tinggi, equity besar, atau bonus agresif dengan alasan \u201cstandar pasar\u201d, padahal kondisi cash flow, runway, dan value creation belum mendukung. Benchmark tanpa konteks bisa berbahaya karena membuat startup meniru perusahaan yang ukuran, risiko, dan tahap bisnisnya berbeda.<\/p>\n<p style=\"text-align: justify\" data-start=\"9099\" data-end=\"9460\">Kompensasi founder dan leadership sebaiknya dirancang dengan prinsip sederhana: adil, transparan, sesuai tahap pertumbuhan, dan terkait dengan penciptaan nilai nyata. Jangan membuat struktur reward yang terlihat profesional tetapi mendorong perilaku jangka pendek. Untuk startup, governance yang sehat sering dimulai dari cara pemimpin membayar dirinya sendiri.<\/p>\n<p style=\"text-align: justify\" data-start=\"9462\" data-end=\"9607\"><strong data-start=\"9462\" data-end=\"9476\">Reference:<\/strong> Pepper, A. (2026). <em data-start=\"9496\" data-end=\"9538\">CEO pay in the United Kingdom, 1968\u20132022<\/em>. Business History, 68(1), 57\u201378. DOI: 10.1080\/00076791.2024.2430724.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Studi Pepper tentang CEO pay di Inggris dari 1968\u20132022 memberi pelajaran penting bagi startup leader: struktur kompensasi tidak netral. Di perusahaan besar Inggris, kenaikan kompensasi CEO dipengaruhi oleh imitasi struktur gaji Amerika, penggunaan stock options, benchmarking sosial, dinamika remuneration committee, dan problem koordinasi investor. Akibatnya, kompensasi dapat naik bukan semata karena kinerja, tetapi karena semua [&hellip;]<\/p>\n","protected":false},"author":46,"featured_media":743,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[4],"tags":[301,302,303,299,304,176,300],"class_list":["post-742","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-digital-technopreneur-article","tag-ceo-leadership","tag-equity-strategy","tag-executive-pay","tag-founder-compensation","tag-leadership-ethics","tag-startup-finance","tag-startup-governance"],"_links":{"self":[{"href":"https:\/\/binus.ac.id\/malang\/minor-program\/wp-json\/wp\/v2\/posts\/742","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/binus.ac.id\/malang\/minor-program\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/binus.ac.id\/malang\/minor-program\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/binus.ac.id\/malang\/minor-program\/wp-json\/wp\/v2\/users\/46"}],"replies":[{"embeddable":true,"href":"https:\/\/binus.ac.id\/malang\/minor-program\/wp-json\/wp\/v2\/comments?post=742"}],"version-history":[{"count":1,"href":"https:\/\/binus.ac.id\/malang\/minor-program\/wp-json\/wp\/v2\/posts\/742\/revisions"}],"predecessor-version":[{"id":744,"href":"https:\/\/binus.ac.id\/malang\/minor-program\/wp-json\/wp\/v2\/posts\/742\/revisions\/744"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/binus.ac.id\/malang\/minor-program\/wp-json\/wp\/v2\/media\/743"}],"wp:attachment":[{"href":"https:\/\/binus.ac.id\/malang\/minor-program\/wp-json\/wp\/v2\/media?parent=742"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/binus.ac.id\/malang\/minor-program\/wp-json\/wp\/v2\/categories?post=742"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/binus.ac.id\/malang\/minor-program\/wp-json\/wp\/v2\/tags?post=742"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}