Executive Summary Employees derive motivation from different sources, depending on the level they are in an organization. Entry-level employees can be retained through attractive remunerations. However, as the study findings suggest, that is not the case with long-serving CEOs. The long durations they spent in a company are an indication of love for a job. Turnover rates of CEOs cannot be reduced through compensation. Other methods that massage their love for the job, such as value increment for shareholders, are what makes them stay. Introduction Employee turnover presents the management of organizations with an enormous task. Companies dedicate enormous resources to procuring, training, and retaining talented employees. Training staff is the hardest and most arduous process of recruitment. An employee that understands critical aspects of the organization and their job is invaluable in the current competitive environment. It is desirable for a CEO to start as such an employee. Conversely, a CEO can be poached from another company. However, retaining a result-oriented and proven CEO is harder than retaining a normal employee. Organizations go to unfathomable lengths to retain CEOs. A CEO can be the difference between the continued existence and fall of an organization. In the world today, CEOs are paid astronomical salaries and allowances to ensure they remain loyal to the company. Research area: Hypothesis, research question, contribution In light of the above scenario, the researcher aims at finding out whether there is a relationship between high CEO salaries and turnover rates. Research question: do salaries motivate CEOs enough to ensure they remain loyal? Null Hypothesis: there is no relationship between high CEO salaries and loyalty. Alternate hypothesis: there is a relationship between high CEO salaries and loyalty. The researcher will use data for 19 of the highest-paid CEOs in America in 2011 and 2012. Loyalty will be measured using the duration the CEO has been with the organization (i.e. from the first day to date). Compensation will be measured using all manner of compensation the CEO received in the respective year. This includes salaries, allowances, stock options, etc. The researcher will use the Regression Analysis to determine the relationship. Additionally, the Researcher will determine the mean, median, and other helpful descriptive statistics of the compensation levels. Lastly, the researcher will use cross-tabulations. The following is the CEO data the researcher will use. Table 1: CEO Compensation Data for 2011 and 2012 Company              CEO                      Compensation  Year  Duration Altria               Michael E. Szymanczyk    19,820,000    2011  22       American Express     Kenneth I. Chenault      24,000,000    2011  32       BlackRock            Laurence D. Fink         21,500,000    2012  24       Chevron              John S. Watson           22,053,500    2012  32       Coca-Cola Co.        Muhtar Kent              20,410,000    2011  35       Comcast              Brian L. Roberts         19,850,000    2011  22       Danaher              H. Lawrence Culp Jr.     21,184,600    2012  22       DaVita HealthCare    Kent J. Thiry            26,300,400    2012  12       ExxonMobil           Rex W. Tillerson         24,650,000    2011  37       Goldman Sachs        Lloyd C. Blankfein