According to a decision in a Delaware court, the Tesla chief executive's record-breaking $56 billion pay award will not be reinstated.

根據特拉華州一家法院的裁決，特斯拉首席執行官破紀錄的 560 億美元薪酬將不再恢復。

That comes after months of legal wrangling, and despite the pay award being approved by shareholders and directors in the summer, Judge Kathleen McCormick has argued that Tesla's board members were too heavily influenced by Mr Musk.

這是在經過數月的法律糾紛之後做出的決定，儘管特斯拉的薪酬獎勵在今年夏天獲得了股東和董事的準許，但法官凱瑟琳-麥考密克（Kathleen McCormick）認為，特斯拉董事會成員受馬斯克先生的影響太大。

In response, he himself said shareholders should control the company, votes not judges.

對此，他本人表示，股東應該控制公司，而不是控制法官的選票。

For more on this, here's our technology correspondent, Lily Jamali.

我們的技術記者莉莉-賈馬裡（Lily Jamali）將為您帶來更多相關報道。

This was awarded a couple of years ago and was contingent on Elon Musk, the head of Tesla, meeting certain targets having to do with sales and revenue and the like.

這是幾年前授予的，條件是特斯拉公司的負責人埃隆-馬斯克（Elon Musk）要達到某些與銷售和收入等有關的目標。

Those billions of dollars were in stock options, so today they're actually worth quite a bit more than $56 billion, closer to about $100 billion.

這些數十億美元都是股票期權，所以今天它們的價值實際上比 560 億美元多得多，接近 1,000 億美元。

And this ruling today from Chancellor Kathleen McCormick really reiterates her ruling from back at the start of the year in January, where she found that this pay package is excessive and that not only that, that the board of directors at Tesla is not sufficiently independent to approve it, that the people on the board have personal and business relationships with Musk.

凱瑟琳-麥考密克大法官今天的裁決重申了她在今年 1 月初的裁決，她認為特斯拉的薪酬福利過高，不僅如此，特斯拉董事會的獨立性也不足以準許特斯拉的薪酬福利，董事會成員與馬斯克有私人和商業關係。

Just to give you an example, his brother Kimball happens to be on the board.

舉個例子，他的弟弟金博爾正好是董事會成員。

James Murdoch, the son of Rupert Murdoch, is also on this board.

魯伯特-默多克的兒子詹姆斯-默多克也是董事會成員。

And so in June, Musk and Tesla put this to the shareholders who approved this pay package.

今年 6 月，馬斯克和特斯拉向股東們提出了這一方案，股東們準許了這一薪酬方案。

But Chancellor McCormick saying that simply isn't enough, reiterating that early decision.

但麥考密克校長說，這還遠遠不夠，他重申了這一早期決定。

And one of the arguments we saw here from the shareholders was that they weren't told how easy or hard it would be for Musk to meet those original targets when they voted.

我們從股東那裡看到的一個論點是，他們在投票時並沒有被告知馬斯克實現最初目標的難易程度。

And she effectively said...

她說

Lily Jamali there.

莉莉-賈馬裡

Now let's speak to the leadership expert, Chris Roebuck, who's from University College London School of Management.

現在讓我們請倫敦大學學院管理學院的領導力專家克里斯-羅巴克（Chris Roebuck）來談談。

Chris, always good to see you.

克里斯，見到你總是很高興。

And I want to come on to whether anyone is worth $56 billion in just a second.

我想馬上談談是否有人值 560 億美元。

We'll talk about that in a minute.

我們稍後再談。

But first of all, let's talk about the logistics of him being awarded this.

但首先，讓我們來談談他獲此殊榮的後勤工作。

This is something that he's entitled to.

這是他的權利。

He says he's earned, he's delivered the results at Tesla.

他說，他在特斯拉賺到了錢，交出了成績單。

Why is there now a backlash against it?

為什麼現在出現了反彈？

Well, there is a wider point here about how he's done this.

他是如何做到這一點的？

There are questions around honesty, integrity, transparency.

誠實、正直和透明度都是問題。

And if you take the wider point, if you make the judgment that Musk is not demonstrating those, how can he expect his employees to demonstrate those and make Tesla work?

如果從更廣泛的角度來看，如果你認為馬斯克沒有展示出這些，那麼他怎麼能指望他的員工展示出這些並讓特斯拉成功呢？

Because if you look at how this is rolled out, as your reporter previously said, the judge has found that the board was excessively influenced by Musk.

因為如果你看看這是如何推出的，正如你們的記者之前所說，法官已經發現董事會受到了馬斯克的過度影響。

There's other details that suggest that the shareholders weren't made fully aware of quite how easy it was for Musk to get this.

還有其他一些細節表明，股東們並沒有充分認識到馬斯克是如何輕而易舉地得到這些的。

So you could say that this is a sleight of hand.

是以，你可以說這是一個花招。

So yes, technically, he has deserved the award.

是以，從技術上講，他是當之無愧的獲獎者。

But the fact that shareholders were perhaps, to some degree, had over in terms of how easy it was to get means that there are questions about it. So what is a better way of governing a company like that?

但事實上，在某種程度上，股東們可能在獲得股份的難易程度上受到了控制，這意味著人們對此存在疑問。 那麼，怎樣才能更好地管理這樣一家公司呢？

What power should shareholders have and what sort of checks and balances should be in place to make sure that maybe someone like Mr. Musk doesn't have too much influence over those who are deciding this sort of stuff?

股東應該擁有什麼樣的權力，應該有什麼樣的制衡機制來確保像馬斯克先生這樣的人不會對決定這類事情的人產生太大的影響？

Well, Ben, this is one of the big questions about executive pay that we've been talking about perhaps for the last 20 years.

本，這是我們過去 20 年來一直在討論的有關高管薪酬的重大問題之一。

The fact that somebody has to decide what a CEO does and what he gets for doing that.

事實上，必須有人來決定首席執行官做什麼，以及他做什麼能得到什麼。

And that should be the board, a remuneration committee, and then the shareholders.

這應該是董事會、薪酬委員會，然後是股東。

But as you and I have discussed in the past, we have seen numerous cases where what has happened is that CEOs have pressurized remuneration committees and non-executive directors to get their way, and then they've pushed it through shareholders.

但正如你我在過去討論過的那樣，我們已經看到了許多這樣的案例：首席執行官向薪酬委員會和非執行董事施壓，以達到他們的目的，然後他們又將其推給股東。

And that's the problem.

這就是問題所在。

If you have a strong CEO who can exert pressure and influence such that even independent directors are under pressure.

如果你有一個強勢的首席執行官，他可以施加壓力和影響，以至於獨立董事也會受到壓力。

And we've seen cases where independent directors who have resisted CEO pressure have somehow been made to leave the organization.

我們還看到過這樣的案例：獨立董事在抵制首席執行官的壓力後，莫名其妙地被迫離開了組織。

So there is a system that should have checks and balances.

是以，有一種制度應該是相互制衡的。

The problem is that with certain CEOs, they think they can make up their own rules and not abide by the rules that everybody else in the organization has to.

問題在於，某些首席執行官認為他們可以制定自己的規則，而不遵守組織中其他人必須遵守的規則。

Yeah.

是啊

And let's come on to that question then, who is worth $56 billion?

那麼，讓我們來談談這個問題，誰的身價達到了 560 億美元？

I mean, you can't even get your head around a number like that.

我的意思是，你甚至無法理解這樣一個數字。

And you know, yes, a hugely successful business.

是的，這是一個非常成功的企業。

But this speaks to a wider issue, doesn't it, of the disparity between those at the Oh, yeah, without a doubt.

但這涉及到一個更廣泛的問題，是不是？

If you look at all the stats around the differential between workers' pay and senior leadership pay, in general terms, over the last 20, 25 years, the gap has got bigger and bigger and And in some financials, for example, the senior leadership are earning four or 500 times what the average employee is earning.

如果你看一下工人工資和高層領導工資之間差距的所有統計數據，一般來說，在過去的 20 年或 25 年裡，差距越來越大，例如，在一些金融公司，高層領導的收入是普通員工的四倍或五百倍。

And it is a problem that we keep saying we need to address from the perspective of integrity, society, fairness, but we don't seem to be doing it terribly well.

我們一直說要從誠信、社會、公平的角度來解決這個問題，但我們似乎做得並不好。

Musk epitomizes this perfectly.

馬斯克完美地詮釋了這一點。