Exhibit 10(b)




                                 FURNITURE BRANDS 

                            EXECUTIVE INCENTIVE PLAN





                                                 February 1995
                                                 Amended March 1, 1996
                                                 Amended September 26, 1996
                                                 Amended February 24, 1997<PAGE>





                                      TABLE OF CONTENTS
                                      -----------------


     INTRODUCTION. . . . . . . . . . . . . . . . . . . . . . . .   1

     OBJECTIVES OF PLAN. . . . . . . . . . . . . . . . . . . . .   1
        Objectives . . . . . . . . . . . . . . . . . . . . . . .   1
        Award Achievement. . . . . . . . . . . . . . . . . . . .   1

     PARTICIPATION . . . . . . . . . . . . . . . . . . . . . . .   2
        Eligibility. . . . . . . . . . . . . . . . . . . . . . .   2
        Participation. . . . . . . . . . . . . . . . . . . . . .   2
        Non-Eligibility. . . . . . . . . . . . . . . . . . . . .   3
        Plan Year. . . . . . . . . . . . . . . . . . . . . . . .   3

     HOW THE PLAN WORKS. . . . . . . . . . . . . . . . . . . . .   3
        0Plan Factors. . . . . . . . . . . . . . . . . . . . . .   3
        Setting Furniture Brands Goals . . . . . . . . . . . . .   3
        Notification of Participation. . . . . . . . . . . . . .   3

     MECHANICS OF DETERMINING AWARDS . . . . . . . . . . . . . .   4
        Definitions of Terms . . . . . . . . . . . . . . . . . .   4
        Mechanics of Determining Awards. . . . . . . . . . . . .   4

     DISCRETIONARY AWARDS PROGRAM. . . . . . . . . . . . . . . .   5

     CERTIFICATION . . . . . . . . . . . . . . . . . . . . . . .   6

     PAYMENT OF AWARDS . . . . . . . . . . . . . . . . . . . . .   6

     ADMINISTRATION . . . . . . . . . . . . . . . . . . . . .  .   6

     MANNER OF EXERCISE OF COMMITTEE AUTHORITY. . . . . . . . .    6

     CERTAIN PERFORMANCE BASED AWARDS . . . . . . . . . . . . .    6

     NO CONTRACT OF EMPLOYMENT. . . . . . . . . . . . . . . . .    6

     ASSIGNMENTS AND TRANSFERS. . . . . . . . . . . . . . . . .    6

     GOVERNING LAW. . . . . . . . . . . . . . . . . . . . . . .    6

     AMENDMENT AND TERMINATION OF PLAN AND AWARDS . . . . . . .    6

     EFFECTIVE DATE OF THE PLAN. . . . . . . . . . . . . . . . .   7<PAGE>







                               FURNITURE BRANDS 

                                   CORPORATE

                            EXECUTIVE INCENTIVE PLAN
                            ------------------------



     1.     INTRODUCTION
            ------------

          This Executive Incentive Plan (the "Plan") has been designed for
     those management persons at the corporate offices of Furniture Brands
     International, Inc. ("FBI") who directly and substantially influence
     achievement of certain corporate goals.  The Plan provides monetary
     awards for the achievement of those goals.  In select cases, the Plan
     provides for additional special discretionary awards.

          FBI believes that the total annual income of key employees should
     be influenced by their individual and collective effort, and that
     rewards should directly relate to the achievement of planned,
     meaningful results.  The Plan is in addition to and assumes the
     existence of a base salary which is competitive, equitable, and
     subject to periodic performance-related adjustments.

          The overall administration and control of the Plan, including
     final determination of annual bonus awards to each participant, is the
     responsibility of the Executive Compensation and Stock Option
     Committee of the FBI Board of Directors (the "Committee").  The
     Committee (or a subcommittee thereof which has been designated by the
     Committee to administer the Plan) shall consist solely of three or
     more members of the FBI Board of Directors who are "outside directors"
     as defined in Section 162(m) of the Internal Revenue Code of 1986, as
     amended (the "Code"), and the regulations thereunder.  Members of the
     Committee are not eligible to participate in the Plan.

     2.     OBJECTIVES OF PLAN
            ------------------

          A.     Objectives.  The Plan has been created with several
                 objectives in mind:

                 (1)  to emphasize achievement of planned strategic
                      objectives;

                 (2)  to reinforce the importance of annual growth; and 

                 (3)  to motivate and challenge participating executives
                      through meaningful compensation opportunities.<PAGE>





          B.     Award Achievement.  To achieve these objectives, the Plan
     is designed to:

                 (1)  provide for monetary awards of significant value
                      related directly to measurable FBI results;

                 (2)  motivate participating individuals to achieve results
                      beyond the routine of position responsibilities; and

                 (3)  be appropriate for both the level of responsibility
                      and total compensation for the position.

                 Total compensation, resulting from the combination of base
                 salary and monetary awards under the Plan, is designed to
                 be competitive with total compensation for similar
                 positions in American industry.

     3.     PARTICIPATION
            -------------

            A.     Eligibility.  Only management persons whose performance
                   directly and substantially influences the annual results
                   of FBI will be considered for participation in the Plan.
                   Ordinarily the extent of such influence will be
                   reflected in the Bonus Percentage (as herein defined).

             B.    Participation
                   -------------

                   (1)  At the start of each Plan Year (as herein defined)
                        FBI management will submit a list of proposed
                        participants and Bonus Percentages for review and
                        approval by the Committee.  The Committee may in
                        its discretion change the participants and Bonus
                        Percentages, provided, however, that the Committee
                        shall, within the first 90 days of each Plan Year,
                        set forth in writing, a final approved list of
                        participants and Bonus Percentages for such Plan
                        Year.  Such final list of participants and Bonus
                        Percentages may not thereafter be modified except
                        as provided in this Plan.  With respect to persons
                        who have been determined to be "covered employees"
                        within the meaning of Code Section 162(m)(3) for
                        such Plan Year (a "Covered Employee"), additional
                        participation in the Plan during a Plan Year shall
                        be permitted only in the event of an unusual
                        circumstance, such as a new hire.  Executive
                        officers of the Company may be participants in the
                        Plan to the extent approved by the Committee.

                  (2)   To earn an award, an individual must be designated
                        a participant for the Plan Year and must
                        participate effectively for a minimum of eight full
                        months of the Plan Year.<PAGE>





                  (3)   A participant who has lost time due to illness, or
                        dies, retires or becomes totally disabled during
                        the Plan Year, will be considered for an award
                        under the Plan provided that his/her influence on
                        goal achievement can be identified and that
                        achievement of results can be measured.

            C.     Non-Eligibility
                   ---------------

                   (1)  Any individual whose employment is terminated at
                        any time during the Plan Year by reason of
                        voluntary or encouraged resignation, or who is
                        discharged, will not receive an award.

                   (2)  Any individual who has been demoted at any time
                        during the Plan Year to a position not included in
                        the Plan will not receive an award.

            D.     Plan Year.  The Plan Year will correspond with the FBI
                   fiscal year.

     4.     HOW THE PLAN WORKS
            ------------------

            A.     Plan Factors.  There are two factors which will be
                   measured in order to determine an award:  opportunity
                   and FBI performance.

                   (1)  Opportunity is the potential impact that a
                        participant may have on the achievement of goals. 
                        This is expressed by the Bonus Percentage.

                   (2)  FBI Performance is the result of achievement.  This
                        is measured by the percentage of attainment of
                        FBI's goals.

            B.     Setting FBI Goals.  At or prior to the beginning of each
                   Plan Year, FBI management will recommend to the
                   Committee for approval, one or more objective measurable
                   performance goals for FBI (the "Goals") for such year,
                   and the weighting to be assigned to each Goal.  The
                   Goals will be based upon one or more of the following
                   criteria:  sales; earnings; earnings per share; pre-tax
                   earnings; net profits; return on equity; cash flow; debt
                   reduction; asset management; stock price; market share;
                   costs; or selling, general and administrative ("SG&A")
                   expenses.  The Goals will be realistic, yet rigorous. 
                   They will be attainable, but attainment will require
                   above average performance.  The Committee may, in its
                   discretion, approve management's recommendations or
                   change the Goals and/or weightings, provided, however,
                   that the Company shall, within the first 90 days of the
                   year (or, in the case of a new hire added to the Plan<PAGE>


                   during the year, before 25% of such individual's
                   services for the Company for the year has elapsed), set
                   forth in writing the final approved Goals, the Minimum
                   Percentages (as herein defined) for such year and the
                   weighting to be assigned to such Goals.

            C.     Notification of Participation.  Each participant's
                   target Bonus Percentage will be communicated each Plan
                   Year by delivery of the Participation Form.

     5.     MECHANICS OF DETERMINING AWARDS
            -------------------------------

            A.     Definitions of Terms
                   --------------------

                   (1)  Bonus Percentage.  The Bonus Percentage will be
                        expressed as a percentage (not less than 10% and
                        not more than 50%) of the participant's base
                        salary.  That percentage will be higher for a
                        position with significantly greater
                        responsibilities, thus recognizing the direct
                        relationship between position responsibility and
                        influence on FBI results.  Participants who are
                        promoted during a Plan Year to a position with a
                        higher Bonus Percentage will receive a prorated
                        award based on the percentage of the Plan Year
                        spent in each position.

                   (2)  Aggregate Target Amount.  The Aggregate Target
                        Amount will be expressed as a dollar amount,
                        calculated by multiplying the participant's base
                        annual salary rate, as in effect on March 1 of the
                        Plan Year, which has been established at or before
                        the time of the setting of the Aggregate Target
                        Amount, by the Bonus Percentage.  The result will
                        be the total award to which the participant will be
                        entitled if FBI achieves 100% of all Goals for that
                        Plan Year.

                   (3)  Weighted Target Amounts.  For each Goal a Weighted
                        Target Amount will be calculated by multiplying the
                        Aggregate Target Amount by the weighted percentage
                        applicable to the Goal.  The result for each Goal
                        will be the portion of the total award to which the
                        participant will be entitled if FBI achieves 100%
                        of that Goal for that Plan Year.  The sum of the
                        Weighted Target Amounts will equal the Aggregate
                        Target Amount.

            B.     Mechanics of Determining Awards.
                   --------------------------------

                   (1)  FBI Performance.  FBI's performancegainst the Goals<PAGE>





                        will be measured by the percentage of achievement
                        of each Goal.  FBI's performance with respect to
                        each Goal will be based upon audited results.

                   (2)  Achievement of Target.  The Plan is designed to
                        provide the participant with 100% of his/her
                        Weighted Target Amount with respect to each Goal if
                        FBI achieves 100% satisfaction of that Goal.

                   (3)  Minimum FBI Performance.  Each Plan Year the
                        Committee will establish a minimum percentage (the
                        "Minimum Percentage") with respect to each Goal. 
                        Achievement below the Minimum Percentage will
                        result in no award with respect to that Goal.

                        Under certain circumstances, the Committee may
                        establish Goals the achievement of which
                        contemplate reducing rather than increasing an
                        amount, such as a reduced debt level or reduced
                        SG&A expenses.  In any such case, the percentage
                        which will be applied to the Weighted Target Amount
                        for such Goal will be inversely proportional to the
                        performance against the Goal.  For example, if a
                        Goal is a year-end debt amount and the actual year
                        -end debt is 105% of the Goal, the percentage of
                        Weighted Target Amount to be paid with respect to
                        that Goal would be 95%.  In these circumstances,
                        the Minimum Percentage will be expressed in terms
                        of a figure greater than 100%.

                   (4)  Calculation of Award.  The percentage of FBI's
                        achievement of each Goal will be applied to the
                        Weighted Target Amount for that Goal to determine
                        the amount of the award payable with respect to
                        that Goal.  Awards will be calculated separately
                        for each Goal, but will be aggregated and paid as
                        one award check.

                   (5)  Discretion to Increase Award.  The Committee shall,
                        under no circumstances, increase an award granted
                        under this Section 5 except to the extent permitted
                        under Treasury Regulation Section 1.162-
                        27(e)(2)(iii).

     6.     DISCRETIONARY AWARDS PROGRAM.
            -----------------------------

                   (1)  To recognize special needs, a discretionary awards
                        program is part of this Plan.  Its objective is to
                        recognize the performance of FBI through a more
                        qualitative evaluation, rather than a quantitative
                        evaluation.  This could occur, for example, if FBI
                        does not achieve one or more Goals due to business
                        or economic reasons beyond its control but, given<PAGE>





                        these adverse circumstances, nonetheless performed
                        well.  Under such circumstances, a special award
                        may be granted at the discretion of the Committee.

                   (2)  To the extent all or any portion of an award is not
                        immediately deductible as compensation expense by
                        FBI for federal income tax purposes, payment of
                        such award or portion thereof, as the case may be,
                        will be deferred until following termination of
                        employment of the participant or until such earlier
                        date as the Committee shall, in its discretion,
                        determine, either at the time of deferral or
                        thereafter, whereupon such award or any portion
                        thereof, as the case may be, less appropriate
                        withholdings, will be paid by check provided that
                        the same shall then have become immediately
                        deductible as compensation expense by FBI for
                        federal income tax purposes.  Simple interest shall
                        be paid annually on the deferred compensation at
                        FBI's effective borrowing rate.

                   (3)  Nothing contained in this Section 6 shall be deemed
                        to permit or provide for discretionary increases in
                        awards payable to Covered Employees under Section 5
                        hereof.

     7.     CERTIFICATION.  Before any payments are made under this Plan,
     the Committee must certify in writing that the Goals justifying the
     payment of an award have been met.

     8.     PAYMENT OF AWARDS.  Except as provided in Section 6 hereof,
     awards, to the extent immediately deductible as compensation expense
     by FBI for federal income tax purposes, less appropriate withholdings,
     will be paid by check as soon as practical after the audited close of
     a fiscal year.

     9.     ADMINISTRATION.  Subject to the limitations as herein set
     forth, the Committee is authorized and empowered to administer the
     Plan; interpret the Plan; establish, modify and grant waivers of award
     restrictions; prescribe, amend and rescind rules relating to the Plan;
     and determine the rights and obligations of participants under the
     Plan.  All decisions of the Committee shall be final and binding upon
     all parties including the Company, its stockholders, and its
     participants.

     10.    MANNER OF EXERCISE OF COMMITTEE AUTHORITY.  The express grant
     of any specific power to the Committee and the taking of any action by
     the Committee, shall not be construed, as limiting any power or
     authority of the Committee.  All designations of participation, bonus
     percentages, goals, minimum percentages, aggregate amounts, and
     certifications of performance shall be in writing.  A writing signed
     by all members of the Committee shall constitute the act of the
     Committee without the necessity, in such event, to hold a meeting. 
     The Committee may delegate the authority, subject to such terms as the<PAGE>





     Committee shall determine, to perform administrative functions
     (excluding those described in the second sentence of this Section 10)
     under the Plan.

     11.    CERTAIN PERFORMANCE BASED AWARD.  Any awards under Section 5
     hereof are intended to be "qualified performance-based compensation"
     within the meaning of Section 162(m) of the Code and shall be paid
     solely on account of the attainment of one or more preestablished,
     objective performance goals within the meaning of Section 162(m).  If
     any provision of this Plan does not comply with the requirements of
     Section 162(m) of the Code as then applicable to any employee, such
     provision shall be construed or deemed amended to the extent necessary
     to conform to such requirements with respect to such employee.

     12.    NO CONTRACT OF EMPLOYMENT.  Participation in the Plan shall not
     be considered an agreement to employ a participant for any period of
     time or in any position.

     13.    ASSIGNMENTS AND TRANSFERS.  With the exception of transfer by
     will or by the laws of descent and distribution, rights under the Plan
     may not be transferred or assigned.

     14.    GOVERNING LAW.  The Plan shall be construed, administered and
     governed in all respects under and by the applicable internal laws of
     the State of Missouri, without giving effect to the principles of
     conflicts of law thereof.

     15.    AMENDMENT AND TERMINATION OF PLAN AND AWARDS.  The Board may
     amend, alter, suspend, discontinue or terminate the Plan without the
     consent of stockholders or participants, except as is required by any
     federal or state law or regulation or the rules of any stock exchange
     on which the shares of FBI ("Shares") are listed, or if the Board in
     its discretion determines that obtaining such stockholder approval is
     for any reason advisable, provided, however, that (i) without the
     consent of an affected participant, no amendment, alteration,
     suspension, discontinuation, or termination of the Plan may impair the
     rights of such participant under any award theretofore granted to such
     participant, and (ii) the Plan may not be amended without the consent
     of the stockholders of a majority of the Shares then outstanding to
     (a) materially modify the requirements as to eligibility for
     participation in the Plan, (b) change the specified performance
     objectives for payment of awards under Section 5, (c) increase the
     maximum award payable under Section 5, (d) withdraw administration of
     the Plan from the Committee or (e) extend the period during which
     awards may be granted.

     16.    EFFECTIVE DATE OF THE PLAN.  The Plan, as amended, shall become
     effective on January 1, 1997 provided that the Plan is approved by the
     affirmative vote of the holders of a majority of the Shares present or
     represented and entitled to vote at the 1997 annual meeting of the
     stockholders of FBI.  The terms of the Plan shall be perpetual;
     subject to earlier termination by the Board pursuant to Section 15,
     after which no awards may be made under the Plan, but any such
     termination shall not affect awards then outstanding or the authority
     of the Committee to continue to administer the Plan.<PAGE>