incentive motivation 中文意思是什麼
incentive motivation
解釋
誘因動機- incentive : adj 刺激性的，鼓勵性質的。 incentive pay （增產）獎金。 be incentive to further study 鼓勵進一步...
- motivation : n. 動機的形成；動機因素；動力。adj. -al （motivational research 動機研究〈用於廣告、銷售活動〉）。
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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。 -
Secondly, actions between banks and enterprises in china ' s credit market and the motivation of banks " deregulation are deeply analyzed by the means of the game theory. thirdly, the thesis studies how systematic factors in china aggravate the information asymmetry in the credit market from the aspects of property right, financial supervision and information announcement. at last, suggestions on how to dissolve the bank credi t risk and prevent non - performing banking assets increasing are put forward in the aspects of improvement of information symmetry, establishment of incentive and constraint mechanism and elimination of systematic factors which aggravate the information asymmetry
首先，論文分析了我國信貸活動中的信息不對稱所產生的逆向選擇與道德風險對銀行資產質量的影響；其次，作者運用博弈論方法對我國信貸市場中銀行與企業的博弈行為以及銀行違規的動力進行了深入地分析；接著，論文又從產權、金融監管和信息披露這三個方面研究了我國的體制性因素如何加劇信貸市場的信息不對稱問題；最後，論文從提高信貸市場的信息對稱度、建立有效的激勵約束機制以及消除加劇信息不對稱的體制性因素這三個方面對化解我國銀行信貸風險、防範銀行不良資產的新增提出了建議。 -
Then the author introduced three famous human capital incentive theories, such as abraham " maslow ' s w, 3 ! tt 2000 hierarchy of needs theory, herzberg ' s motivation - hygiene theory and skinner ' s reinforcement theory etc, incentive methods, such as annual payment system and stock equity system, the primary investment methods, such as, education investment, training investment, work force flow investment, health - care investment, learn and work investment and the social interaction investment etc. the author followed the previous conclusion that human capital was very crucial to the economic growth and connected it with the practices to form the model that human capital investment greatly influenced the economic growth
扼要介紹了一些著名的人力資本激勵理論：馬斯洛的需求層次理論、赫茨伯格的雙因素理論和斯金納的強化理論等、激勵方式：年薪制和股權制等和主要的投資方式：教育投資、培訓投資、勞動力流動投資、衛生保健投資、 「干中學」投資和人際關系投資等。沿襲前文的結論?人力資本在經濟發展中的重要地位，作者結合中國的實際，構建了人力資本投資對經濟增長的績效分析模型，採用教育經費法和年限法論證了全體勞動力平均受教育年限對經濟增長的意義。 -
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。 -
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。 -
The thesis based on motivation theories, combined with sales management and compensation management theories, together with reality of sales force management analyzed the key motivator of compensation for salespersons - - - - incentive schemes and their application in company management
本論文以激勵理論為基礎，結合營銷管理和薪酬管理理論，聯系銷售人員管理工作實際分析了銷售人員的薪酬激勵動力? ?激勵性薪酬的多種方案及其在實踐中的應用。 -
In this thesis, the author analyzes the professional features and needs of knowledge - based employees, studies specific motivation tactics and tries to solve the problem by means of share incentive, reform of management mode, protection of the employees ' rights, the perfection of motivation mechanism and so on
對此，應從其職業特徵、需求出發，研究具體的激勵策略，通過股權激勵、管理模式改革、權益保護、完善激勵機制等方法實現這一問題的解決。 -
The overjustification effect ( also called the undermining effect ) is the effect whereby giving someone an incentive ( monetary or otherwise ) to do something that they already enjoy doing decreases their intrinsic motivation to do it
過度理由效應（也稱逐漸削弱效應）是一種通過給與人獎勵（金錢上的或其他的） ，讓他們做已喜歡的事從而降低其原本做事動機的效應。 -
Irrelevant proposals on yearly salary, share - holding incentives, and motivation methods to meet owner ' s spiritual needs are introduced. as to the labor force incentive mechanism, the paper discusses the three major aspects such as payment, share holding, and spiritual needs. the corporate culture mainly explores the characteristics, internal meaning, and the expression of the incentives system application
在年薪制、股權激勵、經營者精神激勵三方面，結合國企改革的實踐，分析存在的問題，提出了相應的政策建議；國企員工激勵機制研究了員工薪酬、員工持股、員工的精神激勵三大內容；企業文化激勵著重分析了企業文化的內涵、特徵及激勵作用的表現形式，探討了企業文化激勵的具體實施途徑。 -
Teachers are the mobile personnel without effective system of management, who are lack of inner motivation due to single incentive system, and merit factor of teachers training so serious. the evaluation measures for teachers do not conform with the cultivation of teachers of knowledge and morality and don " t promote teachers quality all - round way
我省教師任用過程隨意性大，沒有有效的制度管理，單一的激勵機制，使教師缺乏持續的內在動力，培訓的功利性嚴重，評價措施的片面性不利於教師的整體成長，不利於教師全面素質的提升。 -
As an emphasis, the problem of employee incentive mechanism currently existing in sepe is analyzed. based on theory of motivation, after which is combined with practice, the employee incentive mechanism adapt to sepe is discussed by referring to successful experiences of other enterprise in this respect
論文著重分析了目前國有電力企業職工激勵機制存在的問題，以激勵理論為基礎，在對激勵理論進行實踐研究的基礎上，借鑒成功企業在職工激勵方面的經驗，探討適合電力企業的職工激勵機制。 -
So, the reformation of internal management mechanism based on incentive mechanism has become a chief mission faced chinese medium and small type private enterprises. being a kind of long - term incentive institution in western developed countries, stock option motivation has experienced nearly thirty - year ' s exploring, trying, correcting and perfecting, but in china, it starts just now, and it belongs to a new thing. because there are many obstacles and restrictions from domestic macro - environment, it is doubtless that we should make some improvements and innovations combined with our practical situations on the basis of consulting the foreign schemes in order to make our designed schemes owning feasibility and exerting its strong incentive force instead of citing directly or copying simply the foreign ready - made modes
股票期權激勵作為一項優良的長期激勵制度在西方發達國家已經歷了近三十年的探索和發展，對這些國家的企業特別是高科技企業的高速健康發展起到了巨大的推動作用；而在我國才剛剛開始，而且由於我國宏觀環境的種種障礙，註定不能照搬國外現成的方案和做法，只能是在參考國外方案的基礎上結合我們自己的實際情況進行改造和創新，這樣才可以使構建出的股票期權激勵模式具有可行性，並發揮出其強烈的激勵效能。 -
Finally, this paper illustrates design method of incentive mechanism by taking w company as a real case, especially in such respects as individual capacity selection, rated management, performance rating, motivation pattern and so on, emphasizes on combination theory with practice, and then presents realistic and operational reform pattern on the basis of research on traditional incentive pattern. fengwenhua ( mba ) directed by zhangxiaoming
本文以w地方電力公司為例，考察了該公司的具體情況，提出了職工激勵機制的設計思路，尤其是在對職工的能力選拔、分級管理、績效考評、激勵方式等方面，注重了理論與實踐的結合，提出了較為現實與易操作的改革模式，並在研究傳統激勵方式的基礎上，提出了適合企業長期發展的激勵模式。 -
Incentive to employee is a systematic engineering. during the course, every theory of motivation is related to each other. that is to say, motivation factors must be completely considered in the course of individual capability evaluation, object design, performance appraisal, reasonable physical and mental incentive method to meet with individual demands, all of which are correlated and mutually complementary
本文提出了對職工的激勵應該是一個綜合的系統工程，在這個過程中所有的激勵理論都不是孤立的，從一名職工進入企業開始，企業在對其個人能力的評估、目標的設置、對個人績效的評價、運用合理的物質及精神激勵手段以滿足個人的主導需求等方面都必須考慮到激勵的存在，並且是互有聯系、互相補充的。
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