等值報酬 的英文怎麼說

中文拼音 [děngzhíbàochóu]
等值報酬 英文
parity return
  • 等 : Ⅰ量詞1 （等級） class; grade; rank 2 （種; 類） kind; sort; type Ⅱ形容詞（程度或數量上相同） equa...
  • 報 : Ⅰ動詞1 （告知; 報告） report; declare; announce 2 （回答） reply; respond; reciprocate 3 （答謝）...
  • 酬 : Ⅰ動詞1 [書面語] （敬酒） propose a toast; toast2 （報答） pay; repay3 （交際往來） friendly excha...
  • 等值 : equivalent; equivalence
  • 報酬 : reward; remuneration; pay
  1. For example, the different level that enterprise emphasizes r & d department and manufacture department will cause different value adscription feeling of employees. another example, the inequity among employees which are caused different inspirit mechanism cause different reward, consequently, cause conflict among different department and between enterprise inside and outside. this kind of conflict is caused by friction between inside culture and outside environment

    企業對技術開發部門和生產製造部門的重視程度不同導致各職能部門人員在企業內部具有不同的價值歸屬感；企業對不同生產領域員工採取不同的激勵措施，而產生的厚此薄彼的現象，使員工所獲報酬不公平，提升機會不均等，最終也會導致不同部門之間的潛在沖突、企業與外部的沖突。
  2. The coexistence mechanisms of industry populations are mainly discussed in terms of small spatial scale : the latent species pool coexistence mechanism in a specific temporal and spatial scope ; the coexistence mechanism under the condition of niche regeneration caused by competitiveness ; the coexistence mechanism under the condition of the formation of adaptive temporary niche caused by similar competitive capability ; the pre - occupied and lottery coexistence mechanism under the condition of the faultage of resources ; the coexistence mechanism through transfer and diffuseness in the heterogeneity survival environment

    上述機制完備地闡釋了產業族群的競爭共存現象，其中，斷層預佔在報酬遞增規律支配下的新經濟時代具有重要的價值，而「以創新的方式形成相似的競爭能力是產業族群競爭共存的重要條件」等結論同樣是令人感興趣的。
  3. The second section introduces some common methods and evaluation indexes, such as net present value, internal rate of return, payback period, profitability index, etc. the present methods and evaluation indexes are incomplete, which mainly apply to the analysis on the determinate decision. in fact, they are mono - objective and most - favored methods

    第二部分，介紹了投資決策中常使用的幾種指標和方法，如凈現值法、內部報酬率法、投資回收期法、現值指數法等，認為這些現行的投資決策評價指標很不完善，主要適用於確定型投資決策，並且實質上是單目標最優決策方法，對多目標風險型投資決策分析很不適用，甚至會導致錯誤的決策。
  4. Secondly in enterprise valuation cost method should proceed with book value of the financial statement, regard market value as adjusting orientation and reduce application range of cost method. when income method is adopted, four principles should be paid attention to : a : stage - by - stage income model should be used which is made by early stage income current value added by later stage income increase. b : net profit and net cash flow should be the majority of income volume

    其次為：企業價值評估採用成本法應從財務報表的賬面價值入手、以市場價值為調整目標、減少成本法的應用范圍；採用收益法應以前期收益現值加後期收益額遞增的分階段收益模型，收益額以凈利潤、現金凈流量為主，收益預測以企業未來發展潛力分析為前提的銷售收入預測為主導，折現率堅持不低於無風險報酬率等四項原則，系數以回歸方程的測算為主；市場法中參照物企業選取應以同行業企業為基準、擴大數據來源，注重評估比率可靠性驗證、利用多種比率的配合等。
  5. This dissertation makes designation and research on the executive incentive pay schemes from a new point. the dissertation, firstly, presents us with the economic implication of eva, the calculation of eva and accounting adjustment ; then deeply analyzes the key techniques and advantages of the application of the executive incentive pay schemes based on eva, such as the eva incentive mechanism, the analysis of value drive factors and performance pyramid model, bsc performance evaluation and integrated performance evaluation systems based on eva ; thirdly, designs the executive incentive pay schemes based on eva which conform to our national reality and are feasible in the light of the main problems of the executive incentive pay schemes such as executive bonus scheme and executive phantom stock option plan ; finally, puts forward the macro and micro environmental requires and suggestions and the prospect of application of the executive incentive pay schemes based on eva

    本文在介紹了eva的經濟涵義、 eva指標的計算及其會計調整基礎上，通過實例進行了演示；深入分析了將eva運用於經營者激勵報酬計劃的關鍵技術及其優點，如eva激勵機制、 eva價值動因分析與業績金字塔模型、 bsc業績評價、基於eva的經營者綜合業績評價體系等；針對目前我國經營者激勵性報酬計劃存在的主要問題，設計了符合我國現實情況、切實可行的基於eva的經營者激勵報酬計劃，該計劃主要由兩個部分組成：作為遞延報酬計劃的經營者紅利計劃和作為長期報酬計劃的經營者虛擬股票期權；在對實際案例分析的基礎上，提出了基於eva經營者激勵報酬計劃在我國運行的宏、微觀環境要求及建議和運用展望。
  6. In the modern management, how to motivate the corporate staffs and evaluate their work performance has become one of the widely noticed research subjects. because motivation and performance appraisal, which are connected with many factors, are complex to study, the present research results cannot fully satisfy the needs of corporate management. on the basis of the policies of the party and the government and the theories of behavior science, human capital, management psychology and industrial organization, this paper analyzed the factors, which influenced the motivation mechanism, including reward, power of control, reputation, market competition and supervisor, based on the analysis above, the paper divides the persons in an enterprise into 7 catalogues - investors, operators, middle managements, engineering technicians, marketing professionals, working staffs and workers, and put forward their concrete incentive and performance appraisal plans respectively

    本文在充分研究黨和國家的方針、政策（現代企業制度、分配製度） ，行為科學（需要層次理論、激勵? ?保健雙因素論、期望值理論） ，管理心理學理論（公平理論、目標設置理論、自我認知理論） ，產業組織理論（公司治理結構的內涵、共同治理結構）和人力資本的內涵、特徵及其產權特性和實現途徑的基礎上，對影響激勵機制的因素（報酬、控制權、聲譽、市場競爭、監督等）分別進行了分析，並在這些分析基礎上，把企業的人分為七大類（投資者、經營者、中層管理幹部、工程技術人員、營銷人員、職員和工人） ，提出了他們各自具體的激勵和績效考核方案。
  7. No member of the executive committee or governing body should be appointed to any salaried office of the foundation or any office of the foundation which shall be paid by fees and no remuneration or other benefit in money or money ' s worth ( except as provided in article 38 ) should be given by the foundation to any member of the executive committee or governing body

    基金理事會的任何成員或主管團體都不得使用基金會的收入和資產用於支付辦公室的費用，基金理事會的任何成員或主管團體也不得收取任何貨幣或其它形式的等值報酬或好處（條款第38項除外） 。
  8. Among these, the first part makes use of the second - hand information to carry out the research for the market demanding and the history prices of the end project products. the experience is relied on determine the price needed in the analysis of long - term investment decisions ; the second part analysizes the project investment decision by the way of using some long - term investment decision theories such as recovery period method, npu, net present index method and remuneration included methods, etc. meantime, it makes the risk analysis for the project and determines the risk elements and proposes some measures and guidance in risk management

    其中，第一部分對企業及項目情況進行了介紹，並使用二手資料的方式對項目產成品的市場需求及歷史價格進行了調研，根據經驗法確定了長期投資決策分析中所需的產品價格；第二部分對進行長期投資決策分析的理論進行了闡述，利用回收期法、凈現值法、凈現指數法和內含報酬率法等長期投資決策理論對項目的投資決策進行分析，並對項目進行了風險分析，確定了風險因素，提出了風險管理中為避免風險應當採取的一些措施和方法。
  9. Main features of the position - pay system are : " pay by position, when position changes, pay changes correspondingly ", with position as basis, fully embodies the conformity of position responsibility, technique, labor intensity, position environment and rewards, set up the multi - combination pay system which takes position labor as main body, 4 labor factors such as position responsibility as scale, labor efficiency and performance as distribution basis. this system proved to be very useful

    崗薪制的主要特徵是： 「以崗定薪、崗變薪變」 ，以崗位為基礎，充分體現崗位責任、技能、勞動強度、崗位環境與報酬的一致性，建立了以崗位勞動為主體，以崗位責任等四大勞動要素為尺度，以勞動效率額工作實效為分配依據的多元化組合工資制度，具有比較好的應用價值。
  10. The payments for capital and labor are totally set by market power and capital ( labor ) suppliers of any firm have no power to alter the transaction terms with its labor ( capital ) suppliers to their advantage and thus every firm generate zero economic profit. every firm ' s value is equal to the sum of the market prices of the human assets and physical assets that it use and thus the formation and disbandment of a firm have no influence on the interest of any of its members. through an efficient comparison of production within the firm and the scattered individual production coordinated through markets, the dissertation reveals that the origin of the power relationship phenomenon within the firm is that the suppliers of the resources to the firm in real world are unable to enter into legally binding complete contracts as walras assumed

    在一般均衡範式中，企業是一個追求利潤最大化的原子；企業的生產過程被描述為一個「黑箱」 ，它自動地、無摩擦地把任何一組投入轉化為既定的技術約束下所能生產的最高產出；資本和勞動僅僅是生產過程中不同類別的投入，它們之間的關系是對稱的，它們各自的報酬都是完全由市場整體的力量決定的，任何一個企業的資本（勞動）提供者都不可能為了增進其自身的利益而改變與勞動（資本）提供者的交易條件，從而任何一個企業產生的經濟利潤都為零；任何一個企業的價值都等於該企業使用的人力資產和非人力資產的市場價格之和，組成一個企業不會增進任何參與人的收益，解散一個企業也不會降低任何參與人的收益。
  11. It points out that mechanisms in limited partnership screens risk investor effectively and reduces the agent ' s cost, such as the pay for venture capitalist, limited life cycle of fund, venture capitalist bearing unlimited liability, etc. at investment stage of venture capital, through analysing the arrangement such as the choice of investment tool, staging of investment and estimating enterprises " value again based on enterprise ' s achievement, control distribution etc. first, choice of investment tool is the core of agreement, and determines the principal - agent relationship between venture capitalist and entrepreneur to a great extent

    論文對風險投資機構的兩種主要的組織形式? ?公司制和有限合夥制進行了對比研究，深入分析了有限合夥制的主要制度安排，指出有限合夥制的報酬體系、風險投資家承擔無限責任、基金的有限生命周期等機制的設計，有效的篩選了風險投資家並降低了代理成本。風險投資投資階段，通過對投資中投資工具的選擇、分階段投資與基於業績的價值重估以及風險企業控制權的分配等制度安排的研究，指出：一、投資工具的選擇是風險投資契約的核心，在很大程度決定了風險投資家與創業家之間的委託代理關系。
  12. If the elements of stock option plan have changed, it is necessary to re - recognize the value of the stock option, and the value way should be the fair value based method

    在等待期內如果所確認的股票期權報酬費用的可行權股票數、公允價值等發生變動則應予以調整，即予以股票期權的再確認。
  13. A remuneration which provides all workers, as a minimum, with : fair wages and equal remuneration for work of equal value

    （ i ）獲得公允之工資，工作價值相等者享受同等報酬，不得有任何區別，尤須保證婦女之工作條件不得次於男子，且應同工同酬；
  14. This paper analyses the different effects of transformation of value - added tax on the investment of enterprise fixed assets from remuneration rate of investment, investment risk and investment capacity of fixed assets

    從固定資產投資報酬率、投資風險、投資能力等方面，分析增值稅轉型對企業固定資產投資產生的不同影響。
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