長期報酬 的英文怎麼說

中文拼音 [zhǎngqībàochóu]
長期報酬 英文
long term compensation
  • 長 : 長Ⅰ形容詞1 （年紀較大） older; elder; senior 2 （排行最大） eldest; oldest Ⅱ名詞（領導人） chief;...
  • 期 : 期名詞[書面語]1. （一周年） a full year; anniversary 2. （一整月） a full month
  • 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...
  • 長期 : over a long period of time; long-term; long range; secular
  • 報酬 : reward; remuneration; pay
  1. Her resentment opened out a little every year : the embrace she had glimpsed, ennis ' s fishing trips once or twice a year with jack twist and never a vacation with her and the girls, his disinclination to step out and have any fun, his yearning for low paid, long - houred ranch work, his propensity to roll to the wall and sleep as soon as he hit the bed, his failure to look for a decent permanent job with the county or the power company, put her in a long, slow dive and when alma jr. was nine and francine seven she said, what am i doin hangin around with him, divorced ennis and married the riverton grocer

    她心裏的怨懟與日俱增：她無意中瞥見的那個擁抱；他每年都會和傑克?崔斯特出去兩三回，卻從不帶她和孩子們度假；他不愛出門也不愛玩兒；他老是找些報酬低，耗時長的粗重活干；他喜歡挨墻睡，一沾床就開始打呼；他就是沒辦法在縣城或電力公司找份長期的體面差事；他使她的生活陷入了一個無底黑洞… …於是，在小阿爾瑪9歲，弗朗仙7歲的時候，她和埃尼斯離婚，嫁給了雜貨店老闆。
  2. 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。
  3. When analyzing specifically this paper, based on the fact that the effect of long - term incentive in the practical application has gradually increased, concentrates in ratiocinating with rigorous models. at first, the contrast between the traditional compensation mechanism and the modern long - term incentive mechanism is differentiated and analyzed in detail theoretically

    在具體的分析上，本文基於長期激勵在實踐應用中的影響逐漸擴大這一客觀事實，以嚴密的模型推導為主，首先從理論上，詳細地辨析了傳統報酬機制與現代長期激勵機制的孰優孰劣。
  4. A important conclusion of my model is that agglomeration economies emerge if the technology of search exhibits increasing returns to scale, and that the expand of city increases the labors " income, enhance the factories " expect output and decrease rural labors

    本模型還得到一個重要的結論，就是當尋優技術呈規模報酬遞增時，聚集經濟出現，此時城市的增長將增加工人的工資和工廠的期望產出，而農村人口將縮減。
  5. If long - term investor enters the arena when light trading sparse, build a warehouse, be in probably short - term inside cannot achieve price difference earnings, but in light of the angle from long - term development, because investment cost is low, compare with the dividend income look that gets in the future, investment pay rate is ok still satisfactory

    假如長期投資者在交易清淡寥落時進場建倉，或許在短期內不能獲得差價收益，但從長期發展的角度來看，由於投資成本低廉，與將來得到的股利收益相比，投資報酬率還是可以令人滿足的。
  6. That is to say, inside integrated computation cycle, some is specific day ( or ) actual working hours can exceed 8 hours ( or 40 hours ), but the total actual working hours inside integrated computation cycle should not exceed working hours of total legal standard, should regard as partly more than lengthen working hours and press " labor law " the 44th 1 the regulation pays salary reward, its decide off day sino - frenchly to arrange laborer to work, by " labor law " the 44th the 3rd regulation pays salary reward

    也就是說，在綜合計算周期內，某一具體日（或周）的實際工作時間可以超過8小時（或40小時） ，但綜合計算周期內的總實際工作時間不應超過總法定標準工作時間，超過部分應視為延長工作時間並按《勞動法》第44條第1項的規定支付工資報酬，其中法定休假日安排勞動者工作的，按《勞動法》第44條第3項的規定支付工資報酬。
  7. In this paper we are concerned with stock option contracts in the provision of managerial incentives. how does the incentive mechanism of stock option contracts realize

    股票期權實際上是由公司制定並與其高級管理人員簽訂的一種長期報酬激勵合約，我們分別從經理和公司兩個方面研究股票期權的激勵效應與績效。
  8. Through the finding of this empirical research, the change in corporate social performance was positively related to change in return on sales and growth in sales at the same year, indicating that improvement of corporate social performance may lead to improvement of financial performance in the short - term

    經由本研究的實證結果顯示，短期內企業社會責任表現的變動對于營業收入報酬率以及營業收入成長率兩者的變動即有顯著的正向關系，表示企業的社會責任表現可能會藉由降低成本、增加競爭力、增加生產效能，或者是其他任何的方式，增進企業本身實質的利益，進而提升企業的財務績效表現，使得企業獲得實質的利益。
  9. The salary includes basic payment and insurance and the bonus embodies short - term benefits while stock of stock option reflects the long - term benefits of enterprises

    工資提供基本報酬和保險，獎金體現短期效益，股票和股票期權則反映企業的長期效益。
  10. By analyzing the earning character and p / e ratio, we make the better choice of stocks. at last, adjust the acceptable p / e ratio according to the earning character in order to see if the firms with good earning character can have higher p / e ratio, conversely, lower p / e ratio

    分析的結果得到以下幾點結論： （ 1 ）在股市呈現多頭走勢的繁榮期及穩定成長的復甦期間，盈餘品質較佳企業的組合投資報酬率最高，其次是盈餘品質中等企業的組合，最差的是盈餘品質較差企業的組合，顯示盈餘品質與股票投資報酬率間具有相關性。
  11. In the developed countries, the traditional entrepreneur compensation mechanism consisted of basic salary, final - year bonus and so on has transformed into the long - term incentive mechanism such as executive stock option ( eso )

    在西方發達國家，由基本薪水、年度獎金等構成的傳統經理報酬機制，逐漸過渡到經理股票期權（ eso ）等長期激勵方式。
  12. 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。
  13. Theory. eso has relatively and effectively solved the problem information asymmetry within enterprises. it encourages the long - term pay of managers and stockholders " interests remain as uniform as possible, therefore, the short - term behaviour and moral risk of the managers could be avoided

    股票期權（ eso ）相對有效地解決了企業內部「信息不對稱」問題，盡可能地激勵經理人的長期報酬與股東利益保持一致，從而避免經理人的「短期行為」與「道德風險」 。
  14. How to set up the incentive and restraint mechanism is one of the hot topics. this thesis, based on cec ' s actual situation, aims to solve the problem of long - term motivation and fully stimulate the executives to enhance the operation and profitability by coming up with the annual - pay plan, reforming zr ( subsidiary company ) ownership and carry employee stock ownership plan ( esop ) and cec ' s shareholding incentive plan into execution

    建立企業經營者激勵與約束機制是國內外學者和企業界人士研究的熱點課題之一，通過回顧前人取得的關于公司治理的理論成果，結合國內外常見的股權激勵方式，本論文結合cec的實際情況，提出了企業經營者年薪制方案、所屬zr公司改制及員工持股方案、 cec股權激勵方案，希望以此來解決企業經營者長期報酬激勵問題，充分調動企業經營者的積極性，提高企業的經營管理水平，促進企業經濟效益的提高。
  15. The income of labour remuneration increased continuously ; 2. the income of household menagement dropped for a long time ; 3. the income of household menagement in two and three industries increased steadily ; 4. the proportion of cash income improved constantly ; 5

    具體表現在： 1 、工資性勞動報酬收入持續增加； 2 、家庭經營收入比重長期下降； 3 、家庭經營二、三產業收入平穩增長； 4 、現金收入比重逐步回升； 5 、城鄉居民收入差距繼續拉大； 6 、我省農民收入地區差距日益暴露。
  16. Executive compensation has attracted much attention from domestic economists yet no same conclusions are drawn. while making theoretical analysis and model studying, we provide empirical evidence on relation of executive pay - performance using data on china listed companies from 1998 to 2004. main conclusions are : that executive monetary compensation increase at much larger rapidity than that of firm performance improvement ; that management tend to improve performance measures closely related to their private income and ignore firm ’ s long - term development ; that keeping authority stable may help improve performance and alter of authority has a negative effect, but chairman of the board and ceo ’ s inner promotion or deployment from outside may impose influence in different direction and extent

    本文在理論探討和模型分析的基礎上，對我國上市公司1998 - 2004年度管理層激勵與經營績效關系進行實證研究，得到的主要結論是:上市公司管理層貨幣報酬的增長幅度遠遠大於經營績效提高的幅度;管理層偏向于提高與自身收入密切相關的績效指標，而忽略公司的長期和全面發展;保持控制權穩定有助於改善經營績效，控制權的變更總體上會導致經營績效的下降，但是董事長和總經理由內部晉升和從外部調入對經營績效會產生不同方向和程度的影響。
  17. The proce of determining which potential long - term projects are worth undertaking, by comparing their expected discounted cash flows with their internal rates of return

    為投資計劃的長期經濟效益而進行的預算規劃。通過此較貼現后的現金流量和內部報酬率來決定長期投資項目的過程。
  18. The process of determining which potential long - term projects are worth undertaking, by comparing their expected discounted cash flows with their internal rates of return

    為投資計劃的長期經濟效益而進行的預算規劃。通過此較貼現后的現金流量和內部報酬率來決定長期投資項目的過程。
  19. Enterprises can delay payment and designs the job ladder not only to stabilize the work team, but also to encourage employee to invest in human capi tal. the payment which employee obtains depends on not the short - term contribution, but the long - term contribution. this paper, based on the facture existence of internal labor market in a firm, reveals the characteristics of internal labor market, considers that internal labor market is the inevitable product under the fact that physical capital employs human capital

    為了穩定員工隊伍，鼓勵員工的人力資本投資，確保雇傭雙方人力資本投資的回報，企業向員工提供延期報酬和內部晉升的工作階梯等激勵措施，企業並不注重員工的某一時期的績效水平，也不會逐一計量員工的業績水平，而是注重員工的較長職業生涯階段的貢獻，企業所支付的報酬不是某一時期勞動生產率的反映。
  20. 3. knowledge employees " cafeteria compensation factors can be divided in eight catalogues ; they are base pay, short - term incentive compensation, long - term incentive compensation, benefits, accessional pay, career development pay, life quality pay and special holiday pay. 4

    3 、知識型員工的自助式薪酬要素分為八大類：基本工資、短期激勵薪酬、長期激勵薪酬、福利、附加薪酬、工作發展報酬、生活質量報酬和特殊假期報酬。
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