Stock options value
What you will probably get is an option to buy, for £10,000, £10,000 worth of stock. If the stock price on the day your option is granted is £2.50, then that's 4,000 shares. Companies rarely grant discounted options, as there are tax disincentives. The benefit of the stock option is that when you exercise it, you still only pay £10,000, no matter what the 4,000 shares are now worth. This is supposed to be an incentive for you to work harder to increase the value of the company. You should also check the vesting schedule. You will typically not be able to exercise all your options for some years, although some portion of it may vest each year.
"Long here does not mean you wish for the underlying stock to increase in value, in fact, as the chart shows, just the opposite is true.  ""Long means you bought the derivative, and you own the option. The guy that sold it to you is at your mercy, he is short the put, and it's your decision to put the stock to him should it fall in value.  The value of the put itself rises with the falling stock price, you are long the put and want the put, itself, to rise in value." Let's work from the inside out. Options are not stock. Options are a contract that give you the right to own the stock. For options to have value they have to be exercised. Straight line means that each quarter 1/16th of the option grant becomes yours and the company cannot take it away. Four quarters in a year times four years is 16 quarters. 'Grant' means they are giving you the options at no cost to you. 'Nonqualified' means that there is nothing you have to do, or be, in order to get the options. (Some options are only for management.) It definitely depends on your risk appetite as Joe Taxpayer pointed out in his answer. Covered calls are a good choice for someone who already own's the stock, because the premium collected reduces the cost basis for the position. The downside is that if the calls are exercised, there is a good chance that you are missing out on additional upside in the stock price (because the strike is obviously below the market value for the stocks).  Another good option trade is the spread option. This would allow you to capture the difference between the two strikes of the options in the spread. This is also one of the less risky choices because your initial cost an potential profit/loss are known in advance of entering the position. It's not a 60% raise. He made 60% more than the previous year. There's lots of things that could account for that. One of them is an annual bonus that was larger than his previous annual bonus - the calculation of that bonus was likely negotiated as part of his contract.  A large chunk of the gains seems to be between that and stock/option awards. Often stock/option vest differently in the first year than remaining years, and the value changes over time as the stock market moves. If you have options granted with a strike price set based on the closing price of stock the day you start, and you cash them out as you get them, after a year if it's gone up 5% you make a bit. After the second year if it's gone up 10%, you doubled your income from that source even though you didn't receive any more options that year.  His salary raise doesn't seem out of line. I've gotten larger raises in my career.  Now... suppose all of his compensation was spread out evenly across all of the employees. CAT has a bit over 100K employees. His total compensation was $16M 16M / 100K = $160. You could give every employee $160/yr more for the cost of the CEO's entire compensation package. That comes out at 7-8 cents/hour. If you only do it with his raise and not the one time bonuses and returns from stock/option grants well... $3/employee/yr.  The best way to invest in people is to offer training to help them move to higher value jobs. Things like tuition reimbursement programs based on maintaining good performance in classes are solid benefits to offer. Or even job training to those who show aptitude for different classes of work. Maybe some merit based bonus structure - people who come up with good ideas for cutting costs, improving efficiency, etc and work to see them implemented qualify for some sort of bonus based on a percentage of the value of that change.  The bigger problem with those types of programs is that collective bargaining agreements tend to forbid any sort of merit based pay. They also make jumping line in seniority impossible - i.e. the union agreement would say that the person most qualified for the extra training is the one who's been in the job the longest. Some of these rules make sense if your goal is that everybody is equal and your idea of fairness is based on avoiding inequality. To justify it, they'll throw up things like the boss's cousin's brother-in-law's ex-wife's son could get preferential treatment if the contract doesn't prevent it. An option gives you an option.  That is, you aren't buying any security - you are simply buying an option to buy a security.  The sole value of what you buy is the option to buy something. An American option offers more flexibility - i.e. it offers you more options on buying the stock.  Since you have more options, the cost of the option is higher. Of course, a good example makes sense why this is the case.  Consider the VIX.  Options on the VIX are European style.  Sometimes the VIX spikes like crazy - tripling in value in days.  It usually comes back down pretty quick though - within a couple of weeks.  So far out options on the VIX aren't worth just a whole lot more, because the VIX will probably  be back to normal.  However, if the person could have excercised them right when it got to the top, they would have made a fortune many times what their option was worth.  Since they are Euroopean style, though, they would have to wait till their option was redeemable, right when the VIX would be about back to normal.  In this case, an American style option would be far more valuable - especially for something that is difficult to predict, like the VIX. based on my understanding of your query...well you need to understand ATM and ITM options. The  delta and gamma factor specifically. Usually delta of ATM is around 0.5 while ITM option is above than that say 0.6 or 0.8 or 0.9 and deep ITM is very close to 1. for every movement of 1 buck the ITM will move say 1.6, ATM 0.5 and OTM 0.3 approx Say a ABC stock price is Rs. 300 so if you check option chart you try to see which one is closer. Suppose you find strikeprice of 320 / 300 / 280. So  320 is ITM, 300 is ATM and 280 is OTM for call options. So will the delta value (e.g 0.66 / 0.55 / 0.35). So suppose if stock price rise by 7% i.e Rs. 321 then strikeprice will rise simultaneously. Say ATM CE300 is rs.10 it will start rising by 0.55 i.e. Rs.10.55. The moment the share price move from Rs.300 to Rs.320 your ATM will turn to ITM. Now the tricker part if you buy OTM and the share price rise by 15% your OTM will now become ITM and your profit will roll around 100% to 120% approx. Hope it answers your query "I've traded covered calls now and then. This is a recent trade. Bought 1000 shares of RSH (Radio Shack) and sold 10 calls. So, I own the stock at a cost of $6.05, but have to let it go for $7.50. There's a 50c dividend in November, so the call buyer will call it away even if the stock trades below the strike. So, I'm expecting this is a 10 month trade for a 24% return.  This is one strategy where options clearly take down the risk (of course, I did not say 'remove', just lessens). The stock can be 10% lower a year out, and I'm still ahead by 8% plus the dividend if it's not canceled.  Note - it's a rare case for a one year trade to return 20% or more at a flat stock price. More common is 10-12%.  (I hope this example is acceptable as an example of this type of trade. If not, I can edit to ""XYZ corp"" to remove the stock name. (So if anyone comments, please do not repeat name in case I need to remove)" The buyer pays $1.99/share for the option of selling a share of AMD to the seller for $10 which is currently $1.94 higher than the price of $8.06/share.  If you bought the put and immediately exercised it, you would come out of the deal losing $.05/share.