過激勵的 的英文怎麼說

中文拼音 [guòjīlìde]
過激勵的 英文
over excited
  • 過 : 過Ⅰ動詞[口語] （超越） go beyond the limit; undue; excessiveⅡ名詞（姓氏） a surname
  • 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
  • 的 : 4次方是 The fourth power of 2 is direction
  • 激勵 : 1 （激發鼓勵） encourage; impel; urge; inspire; excite; stimulate; put one on one s mettle 2 [電...
  1. Based on the compensation management theories and the practical situation of nantong cosco khi ship engineering co., ltd. ( nacks ), a new compensation management system is designed for nacks to a attract, maintain and motivate talents. the purpose of compensation management system redesign is to solve the problems that hindered the development of nacks and to speed up the establishment of the chinese and japanese joint capital enterprise. this thesis consists of seven parts

    本文以現代薪酬管理理論為指導，結合南通中遠川崎船舶工程有限公司（簡稱nacks ）的實際情況，從人才吸引、維系、激勵的角度出發，對nacks公司薪酬體系進行了現狀分析和薪酬管理體系設計，目的在於通過薪酬體系的重建，解決當前存在的困擾公司發展的一些問題，從而加快中日合資企業現代企業制度建立和完善的步伐，促進公司的發展。
  2. 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。
  3. It takes agency theory as its premise, human resource property right as its core, and modern distribution theory and risk theory as its foundation. its basic idea is to give high - level managers headed by chief executive officer the right to purchase common stocks of the company at a certain price and time in the future. through this equity system, it ' s expected to inspirit organizations " management in the long run, avoid operators " short - term behavior, and thus reduce agency cost, improve organizations " management structure, and promote the stability of management, so that both constituents ( stake holders ) and vicegerents " ( operators ) targets of gaining profit will be realized finally

    其本質是對經營者的一種薪酬安排；它以代理理論為前提，以人力資本產權理論為核心，以現代分配理論和風險理論為基礎；其基本內容是給予公司內以首席執行官為首的高級管理人員在未來某特定的時間按某一固定價格購買本公司普通股的權力；通過這種機制希望對公司管理層起到長期激勵的作用，避免經營者的短期行為，從而減少代理成本，改善企業的治理結構，促進穩健經營，最終實現委託者（股東）和受託者（經營者）雙贏的目的；它是把期權理論應用於現代激勵機制的一種制度創新，比較符合市場經濟條件下企業經營者的價值取向和企業發展的戰略要求。
  4. 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。
  5. In communicaton the bandwidth is an important problem that we should consider, specially in wireless communication. in fact the fiber is mainly used in backbone networks, so it is essential to develop the low rating coding technology of voice. the arithmetic of melp is based on the model of lpc and use the form of mixed excitation. because it integrates the idea of multi - band, so it has the merit of lpc and mbe. it is a perfect coding scheme in low rating voice coding relatively

    而melp語音壓縮編碼演算法是在線性預測編碼參數模型的基礎上，採用混合激勵的形式，並且結合了多帶的思想，因此它擁有線性預測編碼和多帶激勵的優點，是目前低速率語音編碼中一種比較理想的編碼方案，也是本文研究的重點。本論文通過研究melp的語音編解碼演算法的原理，對它的編解碼過程作了比較深入的研究，對其中的一些公式進行了理論推導，並作了模擬分析，最後研究了該演算法的c語言實現。
  6. In the study of payment management, it is analyze the economic responsibility distribution system of the task linking with wage. this system extremely arouses the enthusiasm of work in the whole enterprise and achieves the best economic benefit through the check combining stimulation with restriction

    在薪資管理體系的研究中，採用了「業績掛鉤工資」的經濟責任制，通過激勵與約束相結合的制度，充分激發廣大員工的工作積極性，使企業獲得最佳的經濟效益。
  7. Analysis software. the analysis show : the gyroscope effect to the flywheel rotor ' s and the shaft ' s vibration character under high rotate speed should be considered. at this time, the system ' s normal frequency is the function of rotate speed ; the amplitude passing through the resonance field can be lowered obviously by improving the effective damping of the electro - magnetic bearing

    建立了高速旋轉狀態下，採用磁軸承作支撐的飛輪轉子和轉軸的動力學模型，給出了有限元法在此問題中的具體應用，並利用i - deas有限元分析軟體具體分析了飛輪系統的共振頻率、系統振型，以及對偏心激勵的響應，分析表明：對于高速旋轉的飛輪轉子和轉軸，應考慮陀螺效應對其動力學特性的影響，此時系統的固有頻率是轉速的函數；通過提高磁軸承的等效阻尼可顯著降低系統通過共振區域時的振幅。
  8. So in my dissertation, the first step to solve the problems of sme is to clarify the property rights, then to build up the inner inspiriting regulation of enterprises

    在明晰產權的前提下，再通過結構化激勵的方式來建立一套行之有效的內部激勵制度，促進技術創新工作的進行。
  9. 2. the principle that cylinder misfire is diagnosed using torsional vibration harmonic analysis is illustrated by calculation of vectorsummation. calculation and experiment show : low harmonic will increase highly and main harmonic will decrease little when one cylinder is misfiring

    通過對扭振激勵的相對振幅矢量和的模擬和實驗研究，得到結論如下：如果柴油機發生單缸熄火故障，扭振低諧次幅值會大幅度增加，主簡諧會略有下降。
  10. The conclusions are as follows : the ultrasonic intensity is proportion to the laser intensity ; the ultrasonic induced by a laser line source has much more advantages than by a laser point source, such as stronger energy, higher snr, more directivity and shape ; the intensity of cfpi ' s output signal is linear with ultrasonic vibration velocity, and is effected by incidence angle and scattered angle ; snr will increase by reducing cfpi ' s bandwidth, reducing incidence angle, increasing cavity ' s length and reflectivity

    在分析點光源激勵聲表面波機理的基礎上，求出了線光源激勵的超聲振動的位移表達式，發現線光源激勵的近場區表面波具有波形好，信噪比高，指向性好，幅度強等特點。通過理論推導，得出共焦fabry - perot干涉儀的輸出光強除了與樣品表面的振動速度成正比，並與入射角和散射角有關；適當減小cfpi的帶寬，增加腔長，增大鏡面反射率，或者減小檢測入射角都可以提高系統的信噪比。
  11. The content of this article includes : first of all, analyzing the characteristic of the middle manager on the basis of motivatng in enterprises insufficiently, according dandura ’ triadic reciprocal determinism, setting up the middle manager ’ s global motivation frame, and paying attention to self - encouragement which is ignored in motivation study in the past. through past self - encouragement retrospect and summary that study and combine psychological theory detailed self - structure and motivation self - analysis, we set up three cross self - encouragement system model, probe into self - motivation and the relationship between outside motivation and self - motivation. finally, we combine the middle - manager ’ s actual conditions and characteristic to build and construct the whole motivation system based on psychoanalysis, and dissect characteristic and motivation design principle of the motivation system

    本論文的大體內容包括:首先，在分析中層管理者的特徵和其在企業中激勵不足的基礎上，根據社會認知心理學大師班杜拉的三元交叉模型建立中層管理者激勵的整體框架，並進一步關注于以往激勵研究中所忽視的對被激勵主體特徵的探究，提出了應該重視主體的自我激勵的觀點，並通過對以往的自我激勵的相關研究的回顧和總結以及結合心理學理論中詳細的自我結構和自我激勵過程的分析，建立了三元交叉模型下的自我激勵體系，並探究了自我激勵與外部激勵的關系以及外部激勵的內化問題。
  12. If you have never heard of incentive marketing, you are sure to have been a victim of it in your every day life

    如果你從未聽過激勵營銷你一定曾被它在日常的生活
  13. So this paper aims to find an efficiency performance evaluation standard which can inspirit managers devoting themselves to technology innovation. eva ( economic value added ) is a performance evaluation system which was invented by stern stewart co

    業績評價指標是企業經營的指揮棒，它會通過激勵體系直接影響公司管理者和員工的行為，進而關繫到公司的宗旨、發展方向和戰略設計。
  14. This thesis is based on the study of the different traditional theories, especially based on the analyse and summary of the characteristics of the personality of the high - tech human resources so as the characteristics of their demands. through a great deal of cases, this thesis tries to find the blocking problems in the actual mechanism of encouragement of high - tech human resources thus put forward the diagnostic solutions to create a machanism suitable for the situation of the high - tech companies of our country

    本論文在研究和分析激勵的各種傳統理論的基礎上，特別是在對高科技企業中高科技人才的個性特徵和需要特徵的總結和分析的基礎上，通過大量的案例，試圖找出我國目前的高科技企業的人力資源激勵機制的癥結所在，診斷性地提出解決方案，並結合具體實際，系統地提出適合我國國情的高科技企業高科技人才激勵機制與模式的構想。
  15. In the eyes of property right economics, this article agrees on the basic viewpoint which property right originates from " invalidation " of rare property ownership ' s integrality and exclusive. it initially analyzes the importance of property right stimulation through discussing the basic behavior characteristics of the main body of the property right, that is, human being ' s limited rational, selfish and opportunism tendency

    文章以產權經濟學的視角，認同產權源於稀少性財產所有權完整性和排他性的「失效」這一基本觀點，通過對產權主體基本行為特徵（人的有限理性、自利性、機會主義傾向）的討論，初步分析了進行產權激勵的重要性。
  16. At present, the research on the reanimation of bonus stock is gradually maturing and the research on the reanimation of stock option is now noticed by the scholars in the civil, which is focused on the core of the supervisors, not on the technologists specially, there is also little research on technical stock option oversea. however, as the special human capital, technologists react greatly on the enterprises, which is not replaced by other material capital, we may consider that the reanimation of stock option to the core of the supervisors is feasible, so do the technologists. based on the recently theoretic progenies of bonus stock and stock option from the civil to oversea, we quest for the allocation of technical bonus stock, discuss the precept on the reanimation of technical stock option for the middle - small technical films, by which to solve the stability and hard work of the technologists, accelerate the development of the middle - small technical films in the civil

    目前，股權激勵的研究日趨成熟，期權激勵研究受到國內學者的極大關注，但這些激勵主要集中在企業的核心經營層，尚未專門激勵企業的核心技術層，國外對技術期權激勵的研究也極少涉及，然而技術人員作為特殊的人力資本，在科技企業中起的作用是其他物質資本所無法取代的。因此，可以認為，既然能對企業核心經營層授予期權以資鼓勵，那麼對核心技術層同樣也可以授予技術期權加以激勵。本文在吸取國內外關于股權、期權激勵理論最新成果的基礎上，探討了中小科技企業技術股權（份）分配和技術期權激勵的方案，目的是通過技術股權（期權）激勵來解決中小科技企業技術人員的長期穩定和努力工作的問題，促進我國中小科技企業的長期穩定發展。
  17. It analyzed existing problem of the current prompting system, such as the singleness of the current prompting system, using same prompting method for different type of worker, unbending of prompt applying and unfairness inside admeasurements, based on identifying nppe ' s situation and its current prompting system

    通過對東北管道公司基本狀況和激勵機制現狀的描述，指出其目前存在的激勵手段單一、對不同類型的員工使用相同的激勵手段、激勵的使用比較隨意，導致內部不公平等問題，並針對這些問題進行分析。
  18. What is the difference between the value of stock option accepted by executive and the cost of stock option granted by the shareholders ? what are the factors affecting the incentive effect of stock option contracts ? what are the factors affecting the performance of stock option contracts

    具體內容包括：股票期權激勵的作用機制是如何實現的、經理人接受的股票期權的價值與公司授予的股票期權的成本有什麼不同、哪些因素影響股票期權對經理人的激勵效應、哪些因素影響股票期權對公司的績效、最優股票期權合約應滿足什麼條件、在最優合約的確定過程中應考慮哪些主要參數、這些參數的作用如何等等一系列問題。
  19. At final, according to the analyze of experience on motivation mechanism design home and aboard, adopting the reasonable result of eso motivation in west countries as well, the paper designs the alterable motivation mechanism combining the basic

    經過對國內外企業經營者激勵機制設計的經驗實證分析，吸收國外期權激勵的合理成分，設計出了以基薪、 eva獎金和動態組合持股為薪酬結構的動態激勵機制。
  20. The third part proves that : if the stuff ' s level of effort a is observable, then ( 1 ), and explains how to establish the optimum contract under the condition of symmetry information and the characters which optimum contract should have. the fourth part proves : if the stuff ' s level of effort a is n ' t observable, then explains how to establish the optimum contract under the condition of non - symmetry information and the characters which optimum contract should have, gives the reward and punishment measures that the enterprise should take on the employees. the fifth part analyses the influence on the motivation contract form other observable variables such as y, which is irrelevant to the stuff ' s level of effort a by establishing linear contracts s ( m, y ) = a + ( 3 ( m + yy ), proves if cov ( m, y ) ^ 0, then we can decrease the agent costs and enhance the accuracy of motivation by putting y into the contract

    第一節通過對經典的馬爾可夫轉移矩陣的分析，指出了其不具有應用的完備性，並對模型進行了改進；第二節建立了企業基於人力資本理論的人才競爭策略的分析框架；第三節證明了若員工的努力水平a可觀測，則有（ 1 ） ， （ 2 ） ，從而說明了對稱信息條件下最優合同應如何制定以及最優合同應具備的特徵；第四節證明了若員工的努力水平a不可觀測，則有（ 1 ） ， （ 2 ）從而說明了非對稱信息條件下最優激勵合同應如何制定以及最優激勵合同應具備的特徵，給出了企業獎懲員工的措施；第五節通過建立線性合同s （ m ， y ） = + （ m + y ） ，分析了與員工努力水平a無關的其他可觀測變量y對激勵合同的影響，證明了當cov （ m ， y ） 0時，將y寫入激勵合同可減少代理成本，也更能提高激勵的準確性；第六節討論人力資本股份化方法，並給出了一種基於人力資本股權化思想企業對利潤的分配模型。
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