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9 Using Black’s Model Instead of Black–Scholes–Merton

9 Using Black’s Model Instead of Black–Scholes–Merton

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Employee Stock Options


employees tend to exercise options and sell the stock soon after the end of the vesting
period, even if the options are only slightly in the money.

For investors to have confidence in capital markets, it is important that the interests of
shareholders and managers are reasonably well aligned. This means that managers
should be motivated to make decisions that are in the best interests of shareholders.
Managers are the agents of the shareholders and, as discussed in Chapter 8, economists
use the term agency costs to describe the losses shareholders experience because
managers do not act in their best interests. The prison sentences that are being served
in the United States by some executives who chose to ignore the interests of their
shareholders can be viewed as an attempt by the United States to signal to investors
that, despite Enron and other scandals, it is determined to keep agency costs low.
Do employee stock options help align the interests of employees and shareholders?
The answer to this question is not straightforward. There can be little doubt that they
serve a useful purpose for a start-up company. The options are an excellent way for the
main shareholders, who are usually also senior executives, to motivate employees to
work long hours. If the company is successful and there is an IPO, the employees will
do very well; but if the company is unsuccessful, the options will be worthless.
It is the options granted to the senior executives of publicly traded companies that are
most controversial. It has been estimated that employee stock options account for about
50% of the remuneration of top executives in the United States. Executive stock options
are sometimes referred to as an executive’s ‘‘pay for performance.’’ If the company’s
stock price goes up, so that shareholders make gains, the executive is rewarded.
However, this overlooks the asymmetric payoffs of options. If the company does badly
then the shareholders lose money, but all that happens to the executives is that they fail
to make a gain. Unlike the shareholders, they do not experience a loss.2 A better type of
pay for performance involves the simpler strategy of giving stock to executives. The
gains and losses of the executives then mirror those of other shareholders.
What temptations do stock options create for a senior executive? Suppose an
executive plans to exercise a large number of stock options in three months and sell
the stock. He or she might be tempted to time announcements of good news—or even
move earnings from one quarter to another—so that the stock price increases just
before the options are exercised. Alternatively, if at-the-money options are due to be
granted to the executive in three months, the executive might be tempted to take actions
that reduce the stock price just before the grant date. The type of behavior we are
talking about here is of course totally unacceptable—and may well be illegal. But the
backdating scandals, which are discussed later in this chapter, show that the way some
executives have handled issues related to stock options leaves much to be desired.
Even when there is no impropriety of the type we have just mentioned, executive stock
options are liable to have the effect of motivating executives to focus on short-term

When options have moved out of the money, companies have sometimes replaced them with new at-themoney options. This practice known as ‘‘repricing’’ leads to the executive’s gains and losses being even less
closely tied to those of the shareholders.

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profits at the expense of longer-term performance. In some cases they might even take
risks they would not otherwise take (and risks that are not in the interests of the
shareholders) because of the asymmetric payoffs of options. Managers of large funds
worry that, because stock options are such a huge component of an executive’s compensation, they are liable to be a big source of distraction. Senior management may spend
too much time thinking about all the different aspects of their compensation and not
enough time running the company!
A manager’s inside knowledge and ability to affect outcomes and announcements is
always liable to interact with his or her trading in a way that is to the disadvantage of
other shareholders. One radical suggestion for mitigating this problem is to require
executives to give notice to the market—perhaps one week’s notice—of an intention to
buy or sell their company’s stock.3 (Once the notice of an intention to trade had been
given, it would be binding on the executive.) This allows the market to form its own
conclusions about why the executive is trading. As a result, the price may increase
before the executive buys and decrease before the executive sells.

An employee stock option represents a cost to the company and a benefit to the
employee just like any other form of compensation. This point, which for many is
self-evident, is actually quite controversial. Many corporate executives appear to believe
that an option has no value unless it is in the money. As a result, they argue that an atthe-money option issued by the company is not a cost to the company. The reality is
that, if options are valuable to employees, they must represent a cost to the company’s
shareholders—and therefore to the company. There is no free lunch. The cost to the
company of the options arises from the fact that the company has agreed that, if its
stock does well, it will sell shares to employees at a price less than that which would
apply in the open market.
Prior to 1995 the cost charged to the income statement of a company when it issued
stock options was the intrinsic value. Most options were at the money when they were
first issued, so that this cost was zero. In 1995, accounting standard FAS 123 was
issued. Many people expected it to require the expensing of options at their fair value.
However, as a result of intense lobbying, the 1995 version of FAS 123 only encouraged
companies to expense the fair value of the options they granted on the income
statement. It did not require them to do so. If fair value was not expensed on the
income statement, it had to be reported in a footnote to the company’s accounts.
Accounting standards have now changed to require the expensing of stock options at
their fair value on the income statement. In February 2004 the International Accounting Standards Board issued IAS 2 requiring companies to start expensing stock options
in 2005. In December 2004 FAS 123 was revised to require the expensing of employee
stock options in the United States starting in 2005.
The effect of the new accounting standards is to require options to be valued on the
grant date and the valuation amount to be expensed on the income statement.
Valuation at a later time than the grant date is not required. It can be argued that
This would apply to the exercise of options because, if an executive wants to exercise options and sell the
stock that is acquired, then he or she would have to give notice of intention to sell.

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Employee Stock Options


options should be revalued at financial year ends (or every quarter) until they are
exercised or reach the end of their lives.4 This would treat them in the same way as other
derivative transactions entered into by the company. If the option became more
valuable from one year to the next, there would then be an additional amount to be
expensed. However, if it declined in value, there would be a positive impact on income.
This approach would have a number of advantages. The cumulative charge to the
company would reflect the actual cost of the options (either zero if the options are not
exercised or the option payoff if they are exercised). Although the charge in any year
would depend on the option pricing model used, the cumulative charge over the life of
the option would not.5 Arguably there would be much less incentive for the company to
engage in the backdating practices described later in the chapter. The disadvantage
usually cited for accounting in this way is that it is undesirable because it introduces
volatility into the income statement.6

Nontraditional Option Plans
It is easy to understand why pre-2005 employee stock options tended to be at the money
on the grant date and have strike prices that did not change during the life of the
option. Any departure from this standard arrangement was likely to require the options
to be expensed. Now that accounting rules have changed so that all options are
expensed at fair value, many companies are considering alternatives to the standard
One argument against the standard arrangement is that employees do well when the
stock market goes up, even if their own company’s stock price does less well than the
market. One way of overcoming this problem is to tie the strike price of the options to
the performance of the S&P 500. Suppose that on the option grant date the stock price
is $30 and the S&P 500 is 1,500. The strike price would initially be set at $30. If the
S&P 500 increased by 10% to 1,650, then the strike price would also increase by 10% to
$33. If the S&P 500 moved down by 15% to 1,275, then the strike price would also
move down by 15% to $25.50. The effect of this is that the company’s stock price
performance has to beat the performance of the S&P 500 to become in the money. As
an alternative to using the S&P 500 as the reference index, the company could use an
index of the prices of stocks in the same industrial sector as the company.
In another variation on the standard arrangement, the strike price increases
through time in a predetermined way such that the shares of the stock have to
provide a certain minimum return per year for the options to be in the money. In
some cases profit targets are specified and the options vest only if the profit targets
are met.7
See J. Hull and A. White, ‘‘Accounting for Employee Stock Options: A Practical Approach to Handling the
Valuation Issues,’’ Journal of Derivatives Accounting, 1, 1 (2004): 3–9.

Interestingly, if an option is settled in cash rather than by the company issuing new shares, it is subject to
the accounting treatment proposed here. (However, there is no economic difference between an option that is
settled in cash and one that is settled by selling new shares to the employee.)
In fact the income statement is likely be less volatile if stock options are revalued. When the company does
well, income is reduced by revaluing the executive stock options. When the company does badly, it is
This type of option is difficult to value because the payoff depends on reported accounting numbers as well
as the stock price. Usually valuations assume that the profit targets will be achieved.

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Accounting standards give companies some latitude in choosing how to value employee
stock options. A frequently used simple approach is based on the option’s expected life.
This is the average time for which employees hold the option before it is exercised or
expires. The expected life can be approximately estimated from historical data on the
early exercise behavior of employees and reflects the vesting period, the impact of
employees leaving the company, and the tendency mentioned above for employee stock
options to be exercised earlier than regular options. The Black–Scholes–Merton model is
used with the life of the option, T , set equal to the expected life. The volatility is usually
estimated from several years of historical data as described in Section 13.4.
It should be emphasized that using the Black–Scholes–Merton formula in this way has
no theoretical validity. There is no reason why the value of a European stock option with
the time to maturity, T , set equal to the expected life should be approximately the same as
the value of the American-style employee stock option in which we are interested.
However, the results given by the model are not totally unreasonable. Companies, when
reporting their employee stock option expense, will frequently mention the volatility and
expected life used in their Black–Scholes–Merton computations. Example 14.1 describes
how to value an employee stock option using this approach.
More sophisticated approaches, where the probability of exercise is estimated as a
function of the stock price and time to maturity, are sometimes used. A binomial tree
similar to the one in Chapter 12 is created, but with the calculations at each node being
adjusted to reflect (a) whether the option has vested, (b) the probability of the employee
leaving the company, and (c) the probability of the employee choosing to exercise.8 Hull
and White propose a simple rule where exercise takes place when the ratio of the stock
price to the strike price reaches some multiple.9 This requires only one parameter
relating to early exercise (the multiple) to be estimated.
Example 14.1 A popular approach for valuing employee stock options
A company grants 1,000,000 options to its executives on November 1, 2013. The
stock price on that date is $30 and the strike price of the options is also $30. The
options last for 10 years and vest after 3 years. The company has issued similar atthe-money options for the last 10 years. The average time to exercise or expiry of
these options is 4.5 years. The company therefore decides to use an ‘‘expected life’’
of 4.5 years. It estimates the long-term volatility of the stock price, using 5 years of
historical data, to be 25%. The present value of dividends during the next 4.5 years
is estimated to be $4. The 4.5-year zero-coupon risk-free interest rate is 5%. The
option is therefore valued using the Black–Scholes–Merton model (adjusted for
dividends as described in Section 13.10) with S0 ¼ 30 À 4 ¼ 26, K ¼ 30, r ¼ 5%,
 ¼ 25%, and T ¼ 4:5. The Black–Scholes–Merton formula gives the value of one
option as $6.31. So the income statement expense is 1,000,000 Â 6:31, or $6,310,000.

For more details and an example, see J. Hull Options, Futures, and Other Derivatives, 8th edn. Pearson,
See J. Hull and A. White, ‘‘How to Value Employee Stock Options,’’ Financial Analysts Journal, 60, 1 (2004):
3–9. Software for implementing this approach is available at: www.rotman.utoronto.ca/$hull.

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Employee Stock Options


Business Snapshot 14.1 Employee stock options and dilution
Consider a company with 100,000 shares each worth $50. It surprises the market with
an announcement that it is granting 100,000 stock options to its employees with a
strike price of $50. If the market sees little benefit to the shareholders from the
employee stock options in the form of reduced salaries and more highly motivated
managers, the stock price will decline immediately after the announcement of the
employee stock options. If the stock price declines to $45, the dilution cost to the
current shareholders is $5 per share or $500,000 in total.
Suppose that the company does well so that by the end of three years the share
price is $100. Suppose further that all the options are exercised at this point. The
payoff to the employees is $50 per option. It is tempting to argue that there will be
further dilution in that 100,000 shares worth $100 per share are now merged with
100,000 shares for which only $50 is paid, so that (a) the share price reduces to $75
and (b) the payoff to the option holders is only $25 per option. However, this
argument is flawed. The exercise of the options is anticipated by the market and
already reflected in the share price. The payoff from each option exercised is $50.
This example illustrates the general point that when markets are efficient the
impact of dilution from employee stock options is reflected in the stock price as
soon as they are announced and does not need to be taken into account again when
the options are valued.

The fact that a company issues new stock when an employee stock option is exercised
leads to some dilution for existing stock holders because new shares are being sold to
employees at below the current stock price. It is natural to assume that this dilution
takes place at the time the option is exercised. However, this is not the case. Stock prices
are diluted when the market first hears about a stock option grant. The possible exercise
of options is anticipated and immediately reflected in the stock price. This point is
emphasized by the example in Business Snapshot 14.1.
The stock price immediately after a grant is announced to the public reflects any
dilution. Provided that this stock price is used in the valuation of the option, it is not
necessary to adjust the option price for dilution. In many instances the market expects a
company to make regular stock option grants and so the market price of the stock
anticipates dilution even before the announcement is made.

No discussion of employee stock options would be complete without mentioning
backdating scandals. Backdating is the practice of marking a document with a date
that precedes the current date.
Suppose that a company decides to grant at-the-money options to its employees on
April 30 when the stock price is $50. If the stock price was $42 on April 3, it is tempting to
behave as if the options were granted on April 3 and use a strike price of $42. This is legal
provided that the company reports the options as $8 in the money on the date when the
decision to grant the options is made, April 30. But it is illegal for the company to report

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Day relative to option grant

Figure 14.1 Erik Lie’s results providing evidence of backdating (reproduced, with
permission, from www.biz.uiowa.edu/faculty/elie/backdating.htm)

the options as at-the-money and granted on April 3. The value on April 3 of an option
with a strike price of $42 is much less than its value on April 30. Shareholders are misled
about the true cost of the decision to grant options if the company reports the options as
granted on April 3.
How prevalent is backdating? To answer this question, researchers have investigated
whether a company’s stock price has, on average, a tendency to be low at the time of the
grant date that the company reports. Early research by Yermack shows that stock prices
tend to increase after reported grant dates.10 Lie extended Yermack’s work, showing
that stock prices also tended to decrease before reported grant dates.11 Furthermore he
showed that the pre- and post-grant stock price patterns had become more pronounced
over time. His results are summarized in Figure 14.1, which shows average abnormal
returns around the grant date for the 1993–94, 1995–98, and 1999–2002 periods.
(Abnormal returns are the returns after adjustments for returns on the market portfolio
and the beta of the stock.) Standard statistical tests show that it is almost impossible for
the patterns shown in Figure 14.1 to be observed by chance. This led both academics
and regulators to conclude in 2002 that backdating had become a common practice. In
August 2002 the SEC required option grants by public companies to be reported within
two business days. Heron and Lie showed that this led to a dramatic reduction in the
abnormal returns around the grant dates—particularly for those companies that
complied with this requirement.12 It might be argued that the patterns in Figure 14.1
are explained by managers simply choosing grant dates after bad news or before good
news, but the Heron and Lie study provides compelling evidence that this is not the case.
See D. Yermack, ‘‘Good timing: CEO stock option awards and company news announcements,’’ Journal
of Finance, 52 (1997), 449–476.

See E. Lie, ‘‘On the timing of CEO stock option awards,’’ Management Science, 51, 5 (May 2005), 802–12.

See R. Heron and E. Lie, ‘‘Does backdating explain the stock price pattern around executive stock option
grants,’’ Journal of Financial Economics, 83, 2 (February 2007), 271–95.

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Employee Stock Options


Estimates of the number of companies that illegally backdated stock option grants in
the United States vary widely. Tens and maybe hundreds of companies seem to have
engaged in the practice. Many companies seem to have adopted the view that it was
acceptable to backdate up to one month. Some CEOs resigned when their backdating
practices came to light. In August 2007, Gregory Reyes of Brocade Communications
Systems, Inc., became the first CEO to be tried for backdating stock option grants.
Allegedly, Mr. Reyes said to a human resources employee: ‘‘It is not illegal if you do not
get caught.’’ In June 2010, he was sentenced to 18 months in prison and fined
$15 million. This was later reversed on appeal.
Companies involved in backdating have had to restate past financial statements and
have been defendants in class action suits brought by shareholders who claim to have
lost money as a result of backdating. For example, McAfee announced in December
2007 that it would restate earnings between 1995 and 2005 by $137.4 million. In 2006, it
set aside $13.8 million to cover lawsuits.

Executive compensation has increased very fast in the last 20 years and much of the
increase has come from the exercise of stock options granted to the executives. Until
2005, at-the-money stock option grants were a very attractive form of compensation.
They had no impact on the income statement and were very valuable to employees.
Accounting standards now require options to be expensed.
There are a number of different approaches to valuing employee stock options.
A common approach is to use the Black–Scholes–Merton model with the life of the
option set equal to the expected time the option will remain unexercised.
Academic research has shown beyond doubt that many companies have engaged in
the illegal practice of backdating stock option grants in order to reduce the strike price,
while still contending that the options were at the money. The first prosecutions for this
illegal practice were in 2007.

Carpenter, J., ‘‘The Exercise and Valuation of Executive Stock Options,’’ Journal of Financial
Economics, 48, 2 (May): 127–58.
Core, J. E., and W. R. Guay, ‘‘Stock Option Plans for Non-Executive Employees,’’ Journal of
Financial Economics, 61, 2 (2001): 253–87.
Heron, R., and E. Lie, ‘‘Does Backdating Explain the Stock Price Pattern around Executive
Stock Option Grants,’’ Journal of Financial Economics, 83, 2 (February 2007): 271–95.
Huddart, S., and M. Lang, ‘‘Employee Stock Option Exercises: An Empirical Analysis,’’ Journal
of Accounting and Economics, 21, 1 (February): 5–43.
Hull, J., and A. White, ‘‘How to Value Employee Stock Options,’’ Financial Analysts Journal, 60,
1 (January/February 2004): 3–9.
Lie, E., ‘‘On the Timing of CEO Stock Option Awards,’’ Management Science, 51, 5 (May 2005):
Rubinstein, M., ‘‘On the Accounting Valuation of Employee Stock Options,’’ Journal of
Derivatives, 3, 1 (Fall 1996): 8–24.

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Yermack, D., ‘‘Good Timing: CEO Stock Option Awards and Company News Announcements,’’
Journal of Finance, 52 (1997): 449–76.

Quiz (Answers at End of Book)
14.1. Why was it attractive for companies to grant at-the-money stock options prior to 2005?
What changed in 2005?
14.2. What are the main differences between a typical employee stock option and an American
call option traded on an exchange or in the over-the-counter market?
14.3. Explain why employee stock options on a non-dividend-paying stock are frequently
exercised before the end of their lives, whereas an exchange-traded call option on such a
stock is never exercised early.
14.4. ‘‘Stock option grants are good because they motivate executives to act in the best
interests of shareholders.’’ Discuss this viewpoint.
14.5. ‘‘Granting stock options to executives is like allowing a professional footballer to bet on
the outcome of games.’’ Discuss this viewpoint.
14.6. Why did some companies backdate stock option grants in the US prior to 2002? What
changed in 2002?
14.7. In what way would the benefits of backdating be reduced if a stock option grant had to
be revalued at the end of each quarter?

Practice Questions
14.8. Explain how you would do the analysis to produce a chart such as the one in
Figure 14.1.
14.9. On May 31 a company’s stock price is $70. One million shares are outstanding. An
executive exercises 100,000 stock options with a strike price of $50. What is the impact of
this on the stock price?
14.10. The notes accompanying a company’s financial statements say: ‘‘Our executive stock
options last 10 years and vest after 4 years. We valued the options granted this year using
the Black–Scholes–Merton model with an expected life of 5 years and a volatility of
20%.’’ What does this mean? Discuss the modeling approach used by the company.
14.11. A company has granted 500,000 options to its executives. The stock price and strike
price are both $40. The options last for 12 years and vest after 4 years. The company
decides to value the options using an expected life of 5 years and a volatility of 30% per
annum. The company pays no dividends and the risk-free rate is 4%. What will the
company report as an expense for the options on its income statement?
14.12. A company’s CFO says: ‘‘The accounting treatment of stock options is crazy. We
granted 10,000,000 at-the-money stock options to our employees last year when the
stock price was $30. We estimated the value of each option on the grant date to be $5. At
our year-end the stock price had fallen to $4, but we were still stuck with a $50 million
charge to the P&L.’’ Discuss.

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Employee Stock Options


Further Questions
14.13. A company has granted 2,000,000 options to its employees. The stock price and strike
price are both $60. The options last for 8 years and vest after 2 years. The company
decides to value the options using an expected life of 6 years and a volatility of 22% per
annum. Dividends on the stock are $1 per year, payable halfway through each year, and
the risk-free rate is 5%. What will the company report as an expense for the options on
its income statement?
14.14. (a) Hedge funds earn a management fee plus an incentive fee that is a percentage of the
profits, if any, that they generate (see Business Snapshot 1.3). How is a fund
manager motivated to behave with this type of compensation package?
(b) ‘‘Granting options to an executive gives the executive the same type of compensation
package as a hedge fund manager and motivates him or her to behave in the same
way as a hedge fund manager.’’ Discuss this statement.

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Options on
Stock Indices
and Currencies

Options on stock indices and currencies were introduced in Chapter 9. In this chapter
we discuss them in more detail. We explain how they work and review some of the ways
they can be used. In the second half of the chapter, the valuation results in Chapter 13
are extended to cover European options on a stock paying a known dividend yield. It is
then argued that both stock indices and currencies are analogous to stocks paying
dividend yields. This enables the results for options on a stock paying a dividend yield
to be applied to these types of options as well.

Several exchanges trade options on stock indices. Some of the indices track the movement of the market as a whole. Others are based on the performance of a particular
sector (e.g., computer technology, oil and gas, transportation, or telecoms). Among the
index options traded on the Chicago Board Options Exchange (CBOE) are American
and European options on the S&P 100 (OEX and XEO), European options on the
S&P 500 (SPX), European options on the Dow Jones Industrial Average (DJX), and
European options on the Nasdaq 100 (NDX). In Chapter 9, we explained that the
CBOE trades LEAPS and flex options on individual stocks. It also offers these option
products on indices.
One index option contract is on 100 times the index. (Note that the Dow Jones index
used for index options is 0.01 times the usually quoted Dow Jones index.) Index options
are settled in cash. This means that, on exercise of the option, the holder of a call option
contract receives ðS À KÞ Â 100 in cash and the writer of the option pays this amount in
cash, where S is the value of the index at the close of trading on the day of the exercise
and K is the strike price. Similarly, the holder of a put option contract receives
ðK À SÞ Â 100 in cash and the writer of the option pays this amount in cash.

Portfolio Insurance
Portfolio managers can use index options to limit their downside risk. Suppose that the
value of an index today is S0 . Consider a manager in charge of a well-diversified portfolio
whose beta is 1.0. A beta of 1.0 implies that the returns from the portfolio mirror those


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Options on Stock Indices and Currencies
Example 15.1 Protecting the value of a portfolio that mirrors the S&P 500

A manager in charge of a portfolio worth $500,000 is concerned that the market
might decline rapidly during the next three months and would like to use index
options as a hedge against the portfolio declining below $450,000. The portfolio is
expected to mirror closely the S&P 500, which is currently standing at 1,000.
The Strategy
The manager buys five put option contracts with a strike price of 900 on the
S&P 500.
The Result
The index drops to 880.
The value of the portfolio drops to $440,000.
There is a payoff of $10,000 from the five put option contracts.
from the index. Assuming the dividend yield from the portfolio is the same as the
dividend yield from the index, the percentage changes in the value of the portfolio can
be expected to be approximately the same as the percentage changes in the value of the
index. Because each contract is on 100 times the index. It follows that the value of the
portfolio is protected against the possibility of the index falling below K if, for each 100S0
dollars in the portfolio, the manager buys one put option contract with strike price K.
Suppose that the manager’s portfolio is worth $500,000 and the value of the index is
1,000. The portfolio is worth 500 times the index. The manager can obtain insurance
against the value of the portfolio dropping below $450,000 in the next three months by
buying five three-month put option contracts on the index with a strike price of 900.
To illustrate how the insurance works, consider the situation where the index drops
to 880 in three months. The portfolio will be worth about $440,000. The payoff from
the options will be 5 Â ð900 À 880Þ Â 100 ¼ $10,000, bringing the total value of the
portfolio up to the insured value of $450,000 (see Example 15.1).

When the Portfolio’s Beta Is Not 1.0
If the portfolio’s beta (