股權激勵機制 的英文怎麼說

中文拼音 [gǔquánjīlìjīzhì]
股權激勵機制 英文
share incentive mechanism
  • 股 : Ⅰ名詞1 （大腿） thigh; haunches 2 （機關、企業、團體中的組織單位） section of an office or enterp...
  • 權 : Ⅰ名詞1 [書面語] （秤錘） counterpoise; weight （of a steelyard）2 （權力） power; authority 3 （...
  • 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
  • 機 : machineengine
  • 制 : Ⅰ動詞1 （製造） make; manufacture 2 （擬訂; 規定） draw up; establish 3 （用強力約束; 限定; 管束...
  • 股權 : stock right股權合營 equity joint venture; 股權價值 value of stock right
  • 激勵 : 1 （激發鼓勵） encourage; impel; urge; inspire; excite; stimulate; put one on one s mettle 2 [電...
  • 機制 : 1 （機器製造或加工的） machine processed; machine made 2 （機器的構造和工作原理; 有機體的構造、功...
  1. Executive stock options ( eso ) is a long - term and effective inspiriting mechanism

    經營者股票期權激勵機制是一種長期有效的激勵制度。
  2. 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。
  3. Analysis of stock - based compensation award for executives of listed companies

    上市公司管理層股權激勵機制分析
  4. Discussion on the mechanics of manager ' s equity incentives

    關于經理股權激勵機制的探討
  5. Incentive mechanism of share ownership for high - tech industries

    高技術產業的股權激勵機制
  6. Firstly, the paper retrospects the development of eso and tries to probe into the theoretical field : the explanation of it ' s definition, the conclusion of it ' s characters, the comparison of eso and other stock inspiration system, followed by the analysis of it ' s theoretical basis and incentive effect ; meanwhile, the paper probes into the realistic situations of eso in usa and china in order to seek the regulation and draw the advantages and disadvantages ; to this part, the paper takes the following four items as the main barriers to eso ' s implementation in china : the over restriction of current law system, the low efficiency of the market, the poor corporate governance structure and a lack of a reasonable performance index system, and elaborately analyze the impacts of the obstacles on eso ; after the analysis made above, the paper gets down to taking some methods to solve the problems in accordance with the characteristic of the barriers. as far as the internal defects of the mechanism are concerned, the paper begins with the scientifically design of the key components, studying the aspects of bestowal, change, loss, the executive method and the executive time. then the paper focuses on designing a performance index system which is an essential part of eso, introducing the bsc to improve the present performance index system, under the reasonable guidelines resigning it at both the levels of company ' s and employee ' s levels. finally, as regards how to perfect the outside surrounding of eso, the thesis makes some suggestion

    本文首先回顧了股票期權制在國內外的發展及較為詳盡的分析了股票期權制度的相關理論：闡述了其涵義，特徵，理論基礎，激勵效應並於其他幾個較易混淆的股權激勵機製作逐一的比較，以進一步澄清人們對其的錯誤認識；同時，對股票期權制在美國和我國的現狀進行深入的實證研究，探求其內在規律，在肯定其成果時指出其不足；至此，筆者認為，我國上市公司要推行股票期權制度將主要面臨以下四類障礙：公司治理結構不完善、市場有效性差、現行法規體系不完善及缺乏客觀的業績考評指標體系，並詳細分析了各類障礙的現狀及對股票期權制的負面影響；在此基礎上，針對各類障礙的不同性質，著手探討消除這些障礙的措施：對于股票期權制內部的缺陷，本文先對各個關鍵要素進行科學設計，系統的剖析了贈與、變更、喪失、執行方式、股票來源等技術性問題，再以大量篇幅研究了如何構建出一套與實施股票期權制相配套的業績考核指標體系，引進平衡計分卡的思想對國內現有的指標體系加以改進，以一組合理的評價原則為指導，從公司及員工個人業績考評兩個層面上來設計該指標體系。
  7. Stock - based incentive mechanism and managers ' opportunity set

    股權激勵機制與經理的機會集合
  8. Multi - channels choice for the reducing of state - owned shares of listed companies

    論我國國有上市公司的股權激勵機制
  9. China ' s state - controlled shareholding companies listed incentive mechanism perfection

    我國國有控股上市公司股權激勵機制完善芻議
  10. On coordination of reducing state - owned share and building managers ' stock - option

    論國有股減持與經營者股權激勵機制建立的協同推進
  11. Reduction of state - owned stocks and foundation of stock stimulation mechanism of the enterprise

    國有股減持與企業股權激勵機制構建
  12. Establishing of excutive stock ownership incentive mechanism and correct handling of eight major relationships

    股權激勵機制的理論基礎及效應分析
  13. The second part profoundly analyzes the rationality and feasibility of parallel construction of reduction of state - owned stocks and establishing incentive mechanism of stock ownership for managers

    第二部分深入分析了國有股減持與經營者股權激勵機制構建并行的合理性和可行性。
  14. The most fundamental significance of parallel construction of the two is that it solves the issue of stock source for state - owned enterprise managers. in the perspective of implementation, the issue of the quantity of the stock, price, capital and specific plan must be solved in order to smoothly advance the parallel construction of the two

    推進國有股減持與經營者股權激勵機制的建立并行，最基本的意義在於解決了經營者股權激勵機制的股份來源問題，除此之外，從操作角度看，還需解決股份數量、價格、資金來源和具體方案選擇等問題，才能順利推進國有股減持與經營者股權激勵機制構建并行。
  15. The study analyze the reason for brain drain in high - tech enterprise, and draw the conclusion that lacking the long - term incentive in wage system is the main cause for loss of human resource, so i raise the viewpoint of bringing in the stock options from foreign high - tech corp. after making a comparative analysis between china and america, and drawing on the experience of foreign counties in this regard. i make a suggestion in stock source, the option striking price in china, which are not contradictory with the existing laws and regulations in our country

    本文在對高新技術企業人力資源的流失原因進行分析的基礎上，得出目前國內薪酬設計中長期激勵不足是產生高科技企業人員流動的主要原因，從而確定了引入股票期權激勵機制的前提條件，其後，在對我國股權運作模式及股票期權激勵機制制約因素的分析基礎上，借鑒國外幾十年來實施股票期權的相對較為成熟的經驗，提出了對我國相關法律法規的一些政策性建議，同時，針對我國法律及公司治理等方面對股票運作的障礙，提出了與現行法律不相違背的股票來源、股票行權價等方面的設計，並建設性地針對高科技企業提出了團隊股票期權激勵計劃及針對高科技企業的股票期權運作方法，從而為相關部門制訂有關政策及法律法規提供了借鑒，也為高科技企業實施股票期權提供了一套基本的原則和方法。
  16. In chapter 4, we firstly give out the model and assumptions of the judgment about validity of eso in our listed firms. on base of it. we will study the influence on validity of eso of three aspects of power such as the validity of information transmitting of capital market, the external constrain and the internal constrain

    第四章首先給出了股權激勵機制有效性的評價模型及假定，在此基礎上分析了資本市場信息傳遞的有效性、外部約束力量、企業內部約束力量三方面對股權激勵機制有效性的影響。
  17. In chapter 5, we ' ll study how to promote the validity of eso from such efforts as improving the information transmitting of our capital market, strengthening external market constrain, perfecting rules of internal incentive - constrain. finally, we ' ll study the designing of eso on implement scale, source of stock, condition of executive

    第五章在第四章分析的基礎上從改善我國股票市場的信息傳遞作用、加強外部市場的約束力、完善公司內部激勵約束制度及相關法律法規制度等方面探討了提升上市公司股權激勵機制在我國的有效性；最後，從實施范圍、股票來源、行權條件等方面探討了股權激勵機制的設計問題。
  18. Chapter ii introduces executive stock option system, and analyzes its causes and effects ; chapter iii explain executive stock option system from the perspective of economics and explore the theoretical basis which executive stock option system existence in ; chapter iv discusses how to design executive stock option system, including the inherent elements of the design and construction of the external environment ; chapter v applies the average price stock option and “ certainty equivalent value ” in executive stock option system. chapter vi discusses executive stock option system in our country ’ s enterprise applications, analyzes the necessity our country ’ s enterprise to use executive stock option system and the problem exists in implementation, proposes from the second board to impel executive stock option system construction

    本論文第二章是經理股票期權制度的概述，介紹經理股票期權的發展狀況，並分析其成因和效應;第三章從經濟學的角度來解釋經理股票期權制度，從理論的高度來探討經理股票期權制度存在的理論基礎;第四章對經理股票期權的制度設計提出建議，包括內在構成要素的設計和外部環境的建設;第五章主要將平均價格期權和「確定性等值法」應用於經理股票期權;第六章是經理股票期權制度在我國企業中的應用，分析我國企業採用股權激勵機制的必要性和實施中存在的問題，提出了從創業板企業入手，推動我國經理股票期權制度建設的思路。
  19. According to system theory, these two issues have coordinated requirements, and therefore can produce coordinated effects, which provide rational basis for parallel construction of them. because of the practical feasibility, parallel construction of the two is an effective means to improve the basic defects of state - owned enterprise ownership institution and perfect the management of state - owned enterprises

    根據系統論的觀點，國有股減持與經營者股權激勵機制的構建具有協同性要求，可以產生協同效應，從而為二者并行提供了合理性依據；而且基於經營者股權激勵的國有股減持方式具有較強的現實可行性，是改進國有企業產權制度基本缺陷、完善企業治理結構的有效方式。
  20. The third part indicates that in the course of parallel construction of reduction of state - owned stocks and stock right incentive for state - owned enterprise managers, there are many difficulties and obstacles in problem identification and policy implementation, which affect the smooth construction of the two and its efficiency and therefore need serious consideration

    第三部分指出在具體推進國有股減持與經營者股權激勵機制構建并行的過程中，還存在認識和操作方面的各種困難與障礙，包括一些觀點需要澄清和統一，相關法規亟待制定和實施，企業內外部配套制度尚需建立和完善等等。
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