Financial report context:
after reviewing earnings per share and operating cash flow results against the performance objectives in the above table , the personnel committee set the entergy achievement multiplier at 140% ( 140 % ) of target . under the terms of the executive incentive plan , the entergy achievement multiplier is automatically increased by 25 percent for the members of the office of the chief executive ( including mr . denault and mr . smith , but not the other named executive officers ) , subject to the personnel committee's discretion to adjust the automatic multiplier downward or eliminate it altogether . in accordance with section 162 ( m ) of the internal revenue code , the multiplier which entergy refers to as the management effectiveness factor is intended to provide the committee , through the exercise of negative discretion , a mechanism to take into consideration the specific achievement factors relating to the overall performance of entergy corporation . in january 2009 , the committee exercised its negative discretion to eliminate the management effectiveness factor , reflecting the personnel committee's determination that the entergy achievement multiplier , in and of itself without the management effectiveness factor , was consistent with the performance levels achieved by management . the annual incentive award for the named executive officers ( other than mr . leonard , mr . denault and mr . smith ) is awarded from an incentive pool approved by the committee . from this pool , each named executive officer's supervisor determines the annual incentive payment based on the entergy achievement multiplier . the supervisor has the discretion to increase or decrease the multiple used to determine an incentive award based on individual and business unit performance . the incentive awards are subject to the ultimate approval of entergy's chief executive officer . the following table shows the executive and management incentive plans payments as a percentage of base salary for 2008 : named exeutive officer target percentage base salary 2008 annual incentive award .

Financial table:
named exeutive officer: j . wayne leonard; target: 120% ( 120 % ); percentage base salary: 168% ( 168 % ); 2008 annual incentive award: $ 2169720
named exeutive officer: leo p . denault; target: 70% ( 70 % ); percentage base salary: 98% ( 98 % ); 2008 annual incentive award: $ 617400
named exeutive officer: richard j . smith; target: 70% ( 70 % ); percentage base salary: 98% ( 98 % ); 2008 annual incentive award: $ 632100
named exeutive officer: e . renae conley; target: 60% ( 60 % ); percentage base salary: 102% ( 102 % ); 2008 annual incentive award: $ 415000
named exeutive officer: hugh t . mcdonald; target: 50% ( 50 % ); percentage base salary: 50% ( 50 % ); 2008 annual incentive award: $ 160500
named exeutive officer: joseph f . domino; target: 50% ( 50 % ); percentage base salary: 72% ( 72 % ); 2008 annual incentive award: $ 230000
named exeutive officer: roderick k . west; target: 40% ( 40 % ); percentage base salary: 80% ( 80 % ); 2008 annual incentive award: $ 252000
named exeutive officer: haley fisackerly; target: 40% ( 40 % ); percentage base salary: 46% ( 46 % ); 2008 annual incentive award: $ 125700
named exeutive officer: theodore h . bunting jr .; target: 60% ( 60 % ); percentage base salary: 117% ( 117 % ); 2008 annual incentive award: $ 400023
named exeutive officer: carolyn shanks; target: 50% ( 50 % ); percentage base salary: 72% ( 72 % ); 2008 annual incentive award: $ 229134
named exeutive officer: jay a . lewis; target: 40% ( 40 % ); percentage base salary: 60% ( 60 % ); 2008 annual incentive award: $ 128505

Additional report context:
while ms . shanks and mr . lewis are no longer ceo-entergy mississippi and principal financial officer for the subsidiaries , respectively , ms . shanks continues to participate in the executive incentive plan , and mr . lewis continues to participate in the management incentive plan as they remain employees of entergy since the contemplated enexus separation has not occurred and enexus remains a subsidiary of entergy . nuclear retention plan some of entergy's executives , but not any of the named executive officers , participate in a special retention plan for officers and other leaders with special expertise in the nuclear industry . the committee authorized the plan to attract and retain management talent in the nuclear power field , a field which requires unique technical and other expertise that is in great demand in the utility industry . the plan provides for bonuses to be paid over a three-year employment period . subject to continued employment with a participating company , a participating employee is eligible to receive a special cash bonus consisting of three payments , each consisting of an amount from 15% ( 15 % ) to 30% ( 30 % ) of such participant's base salary. .

Question: what is the difference of annual incentive award between the top two highest paid executives?
Answer: 1537620