激勵點 的英文怎麼說

中文拼音 [jīlìdiǎn]
激勵點 英文
driving point
  • 激 : Ⅰ動詞1 （水因受到阻礙或震蕩而向上涌） swash; surge; dash 2 （冷水突然刺激身體使得病） fall ill fr...
  • 勵 : Ⅰ動 （勸勉） encourage; exert oneself Ⅱ名詞（姓氏） a surname
  • 點 : Ⅰ名詞1 （液體的小滴） drop （of liquid） 2 （細小的痕跡） spot; dot; speck 3 （漢字的筆畫「、」）...
  • 激勵 : 1 （激發鼓勵） encourage; impel; urge; inspire; excite; stimulate; put one on one s mettle 2 [電...
  1. His big idea was “ incentive compatibility ”

    赫維茨的偉大觀點被稱為「激勵相容」 。
  2. In this paper, we study the trading model based on the project " the network market ", which was implemented by the chongqing electronic commerce inc and us. aiming at the shortage of trading model in " the network market ", we employ game theory and multi - criteria decision theory, introduce the matchmaking schema based on price and quantity into electronic commerce application, bring forward a market matchmaking trading model including five phases : market matchmaking, reinforce learning, biliteral negotiation, contract signing, contract executing. the main work and conclusion as follows : considering the behaviour of multi - buyers with multi - sellers, we realise a matchmaking model based on the price and quantity through double auction mechanism under discriminatory and non - discriminatory price situation, analyse the incentive compatibility and competitive equilibrium of the mechanism

    主要研究成果如下:針對多個買家與多個賣家的交易行為，提出一種撮合交易模型?採用價格和數量作為撮合要素，以雙重拍賣機制為撮合手段，重點研究均價和差價形式下的實現機制，並對其激勵相容性和市場均衡進行理論分析?為增強市場效率，論文提出了一種針對雙重拍賣的學習機制，它以三參數學習模型為基礎進行改進，藉助交易歷史信息，實現交易代理的自我學習
  3. Some problems occurred in the compensation management of cadi and the causes are discussed. according to the current situation of the human resource of cadi, the characteristics of engineers working in the cadi and the characteristics of the aircraft design, the distribution schemes focusing on job positions and performance are given, of which a linear programming model is built to resolve the performance compensation at the aim of max - motivation in order to form a suitable model of compensation management and to achieve " double - win " between the employee and the employer

    針對611所人力資源狀況、工程技術人員特點及飛機設計專業工程工作特點，提出以崗位為核心的崗位薪點設計方案和以個人業績為核心的績效分配設計方案，建立了以激勵強度最大化為目標的線性規劃數模，用單純形法求解績效獎酬，以形成一種激勵強度大、內部公平合理、對外具有競爭力的薪酬管理模式，即實現員工與組織在此問題上的「雙贏」 。
  4. Another direct take market as beginning point move to corporation, under this case, it, basing on the analysis on the optima ] number of business partners, argue that the forming of vc is the sharing result of transaction cost and incentive of non - contractible investment. at the last, base on the analysis mentioned above, and combining with the cases about clothing enterprise in wenzhou city of zhejiang province, it make suggestions to sems on what is the key factor to set up vc

    另?個方向是以市場為起點，向企業方向發展，從這個角度本義以企業合作的最佳合作數量為研究對象，通過分析企業間協調成一本的以及參加虛擬企業的激勵因索，提出虛擬企業的形成是交易成本和對商業夥伴的非和約投資進行激勵兩種因素共同作用的結果。最後，本文價:前} fll章節的從礎卜，結合筆一者在溫州對企業調研的案例，對中小企業運用虛擬企業這種組織形式提出建議。
  5. In the process of designing an effective prompting system for nppe, the dissertation discussed the physical aspect of prompting system in terms of stock prompting and salary prompting, designed a salary prompting scheme for managerial staff, technical staff and operational staff. based on the theory of marginal utility degression in terms of salary and prompting theory, the principle of psychic prompting has been ensured. consulting industrial and other company ' s prompting system, and based on the principle of psychic prompting, psychic prompting system, which shapes an individual and effective psychic prompting scheme in allusion to different staff for nppe, has been established respectively for managerial post, technical post and operational post in allusion to behavior characteristic in different type of worker

    在對東北管道工程有限公司激勵機制設計的過程中，分別從股權激勵和薪酬激勵兩方面研究了該公司的物質激勵機制，並設計了管理人員、技術人員及操作崗位員工的薪酬方案；在論述了薪酬的邊際效價遞減問題的基礎上，根據各種激勵理論，確定了精神激勵機制的原則，參考行業和其他企業的方法，研究了該公司總體精神激勵，針對不同類型員工的行為特點分別對管理崗、技術崗、操作崗確定了相應的精神激勵機制，形成東北管道公司對不同員工獨特的而有效的精神激勵機制方案。
  6. Part ii : the school moral communication, being a special form of moral communication, has its own characteristics, such as directivity, exemplarity, emotivity, inspirativity, stability and consistency

    第二部分：學校道德交往是道德交往的特殊形態，它具有自身的特點，如導向性與示範性，情感性與激勵性，穩定性與連續性等。
  7. From the perspectives of institutional change, the dissertation classifies the whole enlargement process into three distinct stages, evolving from an initial government - dominated initiative close - up stage to a parliament - dominated compulsory close - up stage and finally to a populace - dominated ideological close - up stage. it also probes into the ways in which eu wield both incentive " carrots " and punitive " sticks " " to promote the europeanization transformation of the ceecs " domestic institutions, as well as the approaches used by the ceecs to participate in shaping future eu institutions and to promote institutional interactions

    本文從制度變遷的角度將歐盟東擴歷程劃分為「主動靠攏?政府主導階段」 、 「強制靠攏?議會主導階段」和「觀念靠攏?民眾主導階段」 ，並分析了歐盟交替使用激勵政策與制約手段雙管齊下推動中東歐國內制度歐洲化轉軌、中東歐新成員國利用入盟契機參與歐盟未來制度重構、促成制度互動的規律及特點。
  8. This article contains three parts, five chapters. the first part introduces the incentive models of actual bonus stock synoptically, analyses the stock on hand, option shares and stock option, the three kind of important incentive models, on rights and incumbencies, value and the incentive guidance by contrast. the second part discusses the difficulties and influential factors in the design of technical bonus stock, quests for the incentive models of technical bonus stock, analyses superiority and inferior position in action, difference and interosculation between them, discusses the need and significance for the technical bonus stock reanimation in the middle - small technicalfilms. in order to make use of the technical bonus stock distribution mechanism fully, inspire the talent of technologists, encourage their devotion to films, we have some important discussion on the technical bonus stock distribution policy, introduce the distributed models of technical bonus stock, point out the questions in the excutive course, and offer the solution correspondingly. in the third part, we discuss the technical stock option design on middle - small technical films, and consider the logical thoughtfulness in the course of reanimation as follows : the more outstanding achievement for the powered man the more increase on special target the lower price on technical option premium the more profit the more effective reanimation. in the parameter, a set of detailed program is designed, which includes establishment of incentive fund, institution of merit system for the plan ' s grantors, award of stock option, determination of premium, so as to reduce random in the incentive course, have a great effect on the mormative management for the

    本文內容共分為五章三大部分，第一部分概括性地介紹了現行股權激勵方式，對現股、期股和期權這三種重要的激勵方式，從權利義務、價值和激勵導向三個方面進行了對比分析；第二部分探討了技術股權設計的難點和影響因素，討論了我國中小科技企業技術股權激勵的方式，分析它們在激勵中的優勢和不足，以及它們之間的區別與聯系，並對中小科技企業實施技術股權激勵的必要性和意義進行了探討。在文中還重點討論了中小科技企業技術股權分配的策略，介紹了技術股權紅利分配方式，指出在技術股權激勵過程中應注意的問題，並提出相應的解決辦法，目的在於充分利用技術股權分配機制，來激發技術人員潛在的創新能力，激勵他們為企業作貢獻；第三部分著重探討了中小科技企業技術股份期權的方案設計，在激勵方面，按照技術期權獲受人的業績越突出特定的指標增長越快行權價越低獲利越多激勵效果越好的邏輯思路進行考慮；在參數設計方面，對技術期權計劃中激勵基金、授予和考核、行權價格等參數進行了詳細地分析設計，旨在減少技術期權激勵過程中的隨意性，為中小科技企業的規范化管理起到一定的指導和借鑒作用。
  9. Concretely, it is creditor ' s right from the angle of request of company ' s performing obligation ; it is expectant right from the realization of right ; it is option from the content of exercising right. simultaneously, eso has the characters of right, profitability, time limit and nonnegotiable. eso system is not an arrange for system of property right but a long term incentive mechanism, because the aim of enterprise executive is not property of enterprise but rich profit by exercising their right, that is the value of eso for senior manager is not to control company but to acquire profit from the price difference

    第一部分分析了股票期權和股票期權制度的含義，指出股票期權的性質從不同角度分析可以認定為債權、期待權、選擇權，具體而言，從需權利人請求公司履行義務的角度它是一種債權，從權利實現的角度它是一種期待權，從權利行使內容的角度它是一種選擇權，同時它具有權利性、收益性、時限性、非流通性等特點；股票期權制度是一種長期激勵制度而非產權制度安排，因為企業經營者的目標是通過行使權利獲得豐厚收益，而非企業的所有權，即該制度對高級管理人員的最大價值是獲得差價利潤而不是控制公司。
  10. By analyzing and studying the theory and practice difficulties of implementing eso motivation in domestic enterprise, and referring the essential character of the enterprise, especially the state - owned ones, the study suggest that the key point of theory and practice of designing motivation mechanism is property right system which need to establish modern enterprise system based on perspicuity of property right, that the key joint of designing and implementing eso is setting up the reasonable examination system for solving both the lack of incentive and restrict, recommending eva method as the performance examination system, and that the considerable relation of present and further for operating eso is connecting the short term incentive coming from the enterprise with the long term motivation from stock market

    分析和研究了中國企業實施期權激勵的理論與實施難點，結合我國企業特別是國有企業的本質特徵，提出了我國企業激勵機制設計的理論與實踐的結合點是產權制度，必須深化和加快建立以產權明晰為基礎的現代企業制度；指出了建立既解決激勵不足又完善約束機制的科學合理的考核制度是我國企業實行期權激勵的設計和實施的結合點，推薦採用經濟增加值法作為我國企業實行股票期權激勵的企業價值或業績考核體系；論述了改變公司經營者報酬結構，將以會計盈餘為基礎的短期激勵與以市場價值為基礎的長期激勵相結合是我國企業實行期權激勵的現實和未來的結合點。
  11. In this thesis, the met hods of comparison research, qualitative analysis and the combination of positive philosophy and standardized research, the theories of economics and management are used to make systematic and comprehensive analysis of the agency - principal system of soe based upon the research results of the theories and the borrowing and absorbing the advanced thoughts of the theories of modern agency - principal system of the western countries according to characteristics of china ' s enterprises and situations of china, and to make a deep and detailed research of the key issues of the incentive and restriction mechanism of operators

    現代企業的公司制度是以所有權和經營權相分離為基礎的委託代理制度。本文採用比較研究、定性分析、實證研究和規范研究相結合的方法，利用經濟學和管理學的理論與方法，在前人大量研究的基礎上，借鑒和吸收西方現代公司委託代理理論的先進思想，針對我國國有企業的特點和國情，對國有企業經營者的激勵約束機制進行了系統、全面地分析。
  12. The 4lh part is the innovation and conclusion of the dissertation. it puts forward freshly three aspects on the base, precondition and circumstance of risk prevention, especially researches for the risk foundations - " transition period " and hinese characteristic market economy ". it brings out five entries to risk prevention : retortion of the direction of macroscopically adjustment, market financing, system innovation, the decentralization and recombination of the state property right, reformation of organizational system in the state commercial bank and the establishment of inspiritment - obligation system

    第四章是全文的創新和結論部分，通過對風險防範的基礎、前提條件和環境三方面的創新論述，特別是對「轉軌時期」和「中國特色的市場經濟」兩個風險基礎的研究，提出了風險防範的五個切入點：扭轉宏觀調控方向、市場觸資制度創新、國有產權的分散重組、改革國有商業銀行組織制度和激勵? ?約束機制的建立。
  13. Building can keep on the development ' s sill. strategy of its competition should for then grow the business enterprise technique creative the ability be used as the deviation of the core competition ability the gathering the strategy. and attain the firster is to set up the technique internationalization the principle on the ideaabandon big but the whole thought, technique is creative to up insist to have for have not for ; the seconder is organizes to up establish developments, produce, sale nimble mechanism in orientation market of integral whole ; the third is talented person grows to establish a systemses to move to rise the manufacturing to become an advantage the fleetnesses just of encourage the mechanism

    最後的結論是，慶鈴公司的發展要想邁上新臺階，構築可持續發展的基石，應將技術創新能力作為企業核心競爭力來培育，做到在觀念上樹立技術國際化理念、拋棄大而全思想，技術創新上「堅持有所為有所不為」突出重點的思維；在企業組織結構上建立開發、生產、銷售一體化敏捷適應市場機制；在人才培育上建立「雙軌制遷升制」形成一個有利快速成才的激勵機制。
  14. Wavelet analysis and neural network have been researched. based on bp neural network, analysing the features of the bp neural network ' s activation function and the structure of the bp neural network, wavelets neural network is constructed with wavelet function. fourier transform has a important role on signal processing, so the fourier transform is introduced. a function ' fourier transform is analysed. after introducing the concept of the wavelet analysis, a serval wavelet functions is given out, so the knowledge of wavelet analysis is better understood. the multiresolution analysis has a important role on constructing wavelet function and understanding the wavelet transform

    小波分析和神經網路得到了廣泛的研究，小波神經網路是在bp神經網路的基礎上，考慮和分析了bp神經網路的激勵函數的特點，以及bp神經網路的結構，結合了小波分析的知識而構造的。傅里葉變換在信號的處理起重要的作用，所以介紹了傅里葉變換、離散傅里葉變換和加窗傅里葉變換，並對一函數作離散傅里葉變換分析。
  15. This idea rooted in the supposal that combustion pressure is a pulse force and the characters that wavform parameters are sensitive to pulse

    這思路來源於將柴油機作功沖程的爆發力近似看成一個脈沖激勵的假設，以及波形參數對脈沖激勵敏感的特點。
  16. Then, in the light of actual reality in china and the practical cases of stock trading companies and collective - property & hi - tech enterprises which carried out the system of stock options in - pilot, proposals are put forward for the design, execution and assessment of executive stock options plan and phantom stock options plan. finally, on the basis of the analysis of positive and negative effects of incentive stock options system, it is concluded that attention should be paid to the coordination bet ween system guarantee and normalized operation, between incentive and restriction, and to the macroscopic way on how to perfect as soon as possible the capital and human resource market, with a view to offering a premising condition for practicing as soon as early the incentive stock options system

    本課題通過對股票期權的基本理論進行闡述，分析了實施股票期權激勵的理論依據以及股權激勵的本質特點；同時根據國內目前的現狀，結合國內上市公司以及民營高科技企業試行股票期權的實例，對經理股票期權計劃和虛擬股票期權計劃的設計、實施以及考核提出了自己的建議；最後通過分析股票期權激勵的正負效應，得出了在國內具體實施期權激勵時應注意制度保障與規范運作、激勵與約束相互對等以及從宏觀側面上如何盡快完善資本和人力市場，為股票期權激勵機制的早日推行提供前提條件等相關結論。
  17. This study proceeds with incentive mechanism of human resources management, adopt and rely mainly on qualitative analysis on the concrete research approach, determine the nature and ration combine together, theory combine with practice, macroscopic and method who microcosmic combine together, on the basis of explaining human resources management and motivational theory simply, have analysed the current situations of the military medical college and school human resources characteristic and human resources management in detail, key research optimizes the basic way and method of the incentive mechanism in military medical college and school human resources management, offering experience for military medical college and school human resources management, to military rear service system reform, especially not at military medical college and school status and function and promote and creativity have meaning of drawing lessons from their competitiveness s in future modernized army buildings

    本文從人力資源管理的激勵機制入手，在具體的研究方法上採用以定性分析為主，定性與定量相結合、理論與實踐相結合、宏觀與微觀相結合的方法，在簡略闡述人力資源管理和激勵理論的基礎上，詳細分析了軍隊醫科院校人力資源特徵和人力資源管理的現狀，重點研究優化軍隊醫科院校人力資源管理中激勵機制的基本途徑和方法，為軍隊醫科院校人力資源管理提供經驗，對軍隊後勤體制改革，特別是對軍隊醫科院校在未來現代化軍隊建設中的地位和作用及提升其競爭力和創造力具有借鑒意義。
  18. The synchro / resolver signal transmit & receive card is the most important and difficult part which used special a / d and d / a ( axis angle converter ) to make conversion between the analog singnals related to angle and its digital counterpart, thus solve the issue of stimulation and test of synchro / resolver signal ， improved the test precision and automatic degree

    其中同步器卡的開發是難點和重點，它採用特殊的數/模、模/數轉換器件?軸角轉換器，實現了角位-數字信號相互間的直接轉換，解決了隨動系統性能檢測中三相同步器信號激勵與同步器信號/分解器信號數字化檢測問題，有效提高了系統的自動化程度和檢測精度。
  19. ( 3 ) in order to prove multi - point exciting experiment good, we employ traditional ergography ( hammering method ) to make experiment, peak value pick - up method to modal identification, and compare identification result by hammering method with vibration table experiment. the result revel that vibration table experiment can obtain larger energy and more adequately excite

    在重頻、密頻時、在試驗試件的結構巨大，需要大的能量激勵才能充分激出完全模態時、在一激勵點為某階感興趣模態的節點時，都需要用多點激勵的方法。
  20. As a result of the analysis, the dominant frequency was significantly affected by the pear firmness and mass, while the excitation point, detected point, excitation intensity and impacting material did not

    結果表明，不同測點、材料、激勵點和速度對響應主頻率沒有較大影響，而質量、堅實度的影響則顯著。
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