激勵強度 的英文怎麼說

中文拼音 [jīlìqiángdù]
激勵強度 英文
excitation density
  • 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
  • 強 : 強形容詞（強硬不屈;固執） stubborn; unyielding
  • 度 : 度動詞[書面語] （推測; 估計） surmise; estimate
  • 激勵 : 1 （激發鼓勵） encourage; impel; urge; inspire; excite; stimulate; put one on one s mettle 2 [電...
  1. An ambient field aids the magnetization from the exciting current.

    背景場加強了激勵電流的磁化強度。
  2. Some problems occurred in the compensation management of cadi and the causes are discussed. according to the current situation of the human resource of cadi, the characteristics of engineers working in the cadi and the characteristics of the aircraft design, the distribution schemes focusing on job positions and performance are given, of which a linear programming model is built to resolve the performance compensation at the aim of max - motivation in order to form a suitable model of compensation management and to achieve " double - win " between the employee and the employer

    針對611所人力資源狀況、工程技術人員特點及飛機設計專業工程工作特點，提出以崗位為核心的崗位薪點設計方案和以個人業績為核心的績效分配設計方案，建立了以激勵強度最大化為目標的線性規劃數模，用單純形法求解績效獎酬，以形成一種激勵強度大、內部公平合理、對外具有競爭力的薪酬管理模式，即實現員工與組織在此問題上的「雙贏」 。
  3. It brings satisfaction and exciting for the employee, low - cost for the employer and development for the organization. otherwise, the situation will be on the contrary. this paper applies managerial psychology * labor - economics and operations research to analyze the compensation design, the motivation effect of cadi ( chengdu aircraft design and research institute ) synthetically on the basis of introducing the theories about human resource management, compensation and motivation

    本文綜合運用管理心理學、勞動經濟學、運籌學等分析方法，在對人力資源管理、薪酬、激勵等基本理論概括介紹的基礎上，論述了薪酬的分類、決定機制、設計準則及薪酬激勵的模型，探索分析了611所工程技術人員薪酬設計及其激勵效果，分析了現行體制下激勵強度弱等弊端及原因。
  4. Based on the analysis of the general situation of teachers group in higher vocational colleges at present, the paper presents that the construction of high quality teachers depends on the efficient countermeasures as follows, that is, carry out the attestation and admittance system ; enlarge the charnels of part - time teachers ; develop core teachers ' to teach in multiple disciplines ; establish a system to encourage advancement and reward excellent teachers ; promote the development of core teachers

    摘要文章通過對我國高職院校師資隊伍總體現狀的分析，指出構建高素質師資隊伍，必須採取切實有效的措施：實行職業教育教師資格認證與準入制度；拓寬兼職教師來源渠道；加強「雙師型」教師隊伍建設；建立向關鍵崗位和優秀教師傾斜的激勵機制；加強骨幹師資的人才開發。
  5. Because of imperfect in regulation, laws and market, the model brings out lots of problems such as insider - control, excessive freedom for large stockholder, no efficiency of supervisory, hollowing out the listed firm, etc. the fourth chapter : to solve the problems of corporate governance in china, we must do these things as follow : to diminish the difference of currency stock and incurrence stock, to realize that common stocks have common rights, to perfect the stimulation and control mechanism, to perfect the - structure of the board of the directors through introducing independent directors, to perfect market system and law system

    4 、研究問題的目的是為了解決問題，而要解決我國公司治理中的問題，不但要克服制度構造的缺陷，逐步縮小流通股與非流通股的利益差別，實現同股同權：要完善公司的激勵、約柬機制，改善董事會的結構，引進獨立董事，加強公司對其他利益相關者利益的考慮：而且還要建立和完善市場體系，加強法律和執法體系的建設，使外部治理市場和法律、法規在公司治理中發揮強勢的監督和約柬功能，最終形成公司治理的良勝生態環境。
  6. This text combines one ' s own characteristic of zibo communication, has analysed under the enviroment of present market, how through innovative overall arrival of incentive mechanism, strengthen rational use and scientific management of human resources, encourage the employeers to take up the heavy burden with courage, create the chance to show one ' s talent for them, realize the common development of enterprise and the staff, and provide the plan of design for zibo communication

    本文結合淄博通信的自身特點和狀況，分析了在當前市場環境下，如何通過創新激勵制度的全面啟動，進一步加強人力資源的合理使用和科學管理，鼓勵員工勇挑重擔，為他們創造脫穎而出的機會，實現企業和員工共同發展的問題，最終提出了建立淄博通信激勵機制與設計方案。
  7. In material motivation, the company x should improve the politics of performance appraise, carry out the politics of welfare nimbly, and so on. in non - material motivation, the company x should build up the culture of corporation, give the personnel more chance to train, and think about the personnel " career - growth

    在物質激勵方面， x公司應改善其員工薪酬激勵制度，實行靈活福利政策；在非物質激勵方面， x公司應加強企業文化建設、積極進行員工培訓，同時充分考慮員工個人職業生涯發展等。
  8. In this article, the author believes that japan is the target export market of cluft, while jinxi petrochemical company and jinzhou petrochemical company are the major rivals resulting from explaining the business of the company and its export situation along with the problems that exist in this respect, analyzing domestic business environment in the export of the petroleum coke including an account of the local petroleum coke export policy and export situation of the industry besides that of the major rivalry, analyzing the international environment covering also the international market structure, its salient points, the trend of market development and its behaviors. finally, the author briefs product policy, pricing policy, promotion policy and distribution policy in cluft ' s export of the petroleum coke. at present cluft should adjust product structure, guarantee product quality, strengthen after - sale service, maintain present price level, build up complete quote system as soon as possible, establish good public relations and suitable impelling system of the company, focus on end - user service, develop new customers and e - business to continuously eliminate the bottlenecks and create a more prosperous prospect in pet coke export

    通過闡述遼化聯貿公司企業概況及石油焦產品出口現狀和存在的問題；對國內經營環境包括國內石油焦產品出口政策、行業出口情況及國內競爭對手情況進行分析；對國際環境包括國際市場結構與特徵、國際市場發展趨勢及特徵等進行分析，作者最終確定了日本是遼化聯貿公司的目標市場，錦州石化分公司、錦西石化分公司是遼化聯貿公司的主要競爭對手，並提出在產品、價格、促銷及銷售渠道策略方面應採取調整產品結構、保證產品質量及加強售後服務；目前宜採取保價銷售的策略並應盡快形成完善的報價體系；建立良好的公共關系和激勵制度；著力做好終端銷售、大力開發新客戶等具體對策，從而不斷消除石油焦產品出口的「瓶頸」 ，創造遼化聯貿公司石油焦產品出口的新局面。
  9. ( 4 ) the effort level of entrepreneur is the function of incentive intensity, supervision, restriction and entrepreneur ' s dynamic human capital

    （ 4 ）企業家努力水平是激勵強度、監督約束力度及企業家自身動力性人力資本存量的函數。
  10. The study reveals that all these two filtering can eliminate noise efficiently, they are reliable in the case that the strength of observed noise and seismic excitation estimated incorrectly in practice

    這兩種濾波器都能很好地去除觀測噪聲，對實際應用中可能發生的不正確估計觀測噪聲強度的情況，和不正確估計地震激勵強度的情況，兩種濾波器都是穩定可靠的。
  11. The research on the incentive mechanism, whose difficulty and stress focuses on the design of the compensation mechanism, includes the proportion of the salary, bonus, stock option and selection of the target of firm performance, etc. because of the flaws in the marked mechanism and corporate governance in our country, we need think more over, such as the object of the applied, stock option and the internal & external environments in the design of the soe operator ' s annual salary system

    從國外在該領域的研究成果來看，目前經營者年薪制設計的難點和重點集中在報酬結構的設計，即工資、獎金、期權收入的設計及比例、經營者業績考核指標的選擇、激勵強度的實證分析和信息揭示效率的研究等方面。我國由於在市場競爭機制、公司內部法人治理結構、法律環境完善等方面存在缺陷，使得國有企業經營者的報酬設計除了上述各方面外，還須對經營者年薪制的實施對象、期權設計、內外環境進行分析。
  12. After studying above problems and analyzing the models, it is necessary to use these conclusions of above research to discuss the specific problem of china, namely, we must analyzed the problem on incentive and disciplinary mechanism : empirical evidence from china, and put forward the integral train of thought of establishing efficient incentive and disciplinary mechanism, and elaborate specially the kernel problem of incentive and disciplinary mechanism in manager market - the model of reward incentive and disciplinary mechanism

    而在研究了上述問題和解讀了模型之後，則有必要運用前面的這些研究結論來具體研討中國自己的事情，即具體實證地研討中國國有企業改革中的激勵與約束機制問題。在企業家報酬機制激勵強度實證分析的基礎上，分析國有企業激勵約束機制的現狀，並提出建立有效的國有企業激勵約束機制的總體思路，最後對激勵約束機制的核心問題? ?報酬激勵約束模式設計作重點闡述。
  13. And no effective incentive and discipline mechanism ( soe professional entrepreneur ) available for soe managers is one of the key reasons. the incentive mechanism is not attractive enough for managers and the measure is too simplified, while the discipline mechanism is not logical internally and not healthy enough externally

    從國有企業經營者激勵機制方面來看，國有企業經營者激勵強度不足、激勵方式單一;從國有企業經營者監督約束方面來看，內部監督約束機制不合理，外部監督約束機制不健全。
  14. At first, through in - depth exploration of above three incentive ways and scientific definition of tmt incentive domino offect, we design tmt measurement index systems of incentive portfolio and tmt incentive portfolio domino offect with applying tournament theory to investigate the difference in the intensity of salary incentive, stock - option incentive and control incentive among directors, supervisors and tmt

    通過分析上市公司高級管理層薪酬激勵、股權激勵、控制權激勵等三種基本方式，運用錦標賽理論，深入探討各個董事、監事、高級管理人員之間薪酬激勵強度、股權激勵強度以及控制權激勵強度的差異性。
  15. In addition, by comparing with law cultures at all times and in all over the world, i bring forward an assuredly viable project of conducting the national corporations " law culture after using for reference of foreign advanced experiences : setting out from aspects of thinking and consciousness, structures and systems, and the whole system of society, the state enterprises should combine educating with training, and match publicizing legal system with inspiriting systems, and unify the guarantee and oversee system

    同時，通過古今中外法律文化的比較與中國法律文化現狀、國有企業法律文化現狀的分析，借鑒國外先進經驗，提出切實可行的國有企業法律文化建設方案：即從思想意識層面、結構體制層面和社會整體出發，做到教育與培訓相結合、法制宣傳與激勵制度相配套、保障與監督體系相統一，尤其要強化國有企業內部法律顧問的工作。
  16. By the analysis of the factors producing the moral hazard and research on the characters of information asymmetry on the process of the venture capital investment, we can conclude the design approaches of the contact mechanisms, including strengthening the risk resistance of the venture capital, inspiriting the venture entrepreneur by income and the interference of the venture enterprises

    這兩方面構成了投資契約設計的主要內容。論文通過對產生道德風險的相關因素的研究，明確了契約機制的設計途徑，即增強風險資本的抗風險能力、設計風險企業家的報酬激勵制度以及對風險企業採取合理的干預決策。
  17. 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。
  18. The difference between the law and the fact property right, enterprise ' s distribution ca n ' t embody the income of human capital property right ), and it also puts forward some shortages existed in traditional enterprise ' s administrative pattern - neglecting h uman capital property right. on this base, the article discusses the necessities of establishing the property right of enterprise ' s human capital in details from the theory ( the necessary demands of modern enterprise ' s system, the unfavorable influence from the uncompleted property right structure of enterprises, human capital - is a kind of rare capital, enterprise ' s decisive capital and it is the essential manifestation of public - owned economic relations ). in practice, it initially analyses the possibility of human capital property right ' s practice ( i. e. policy guide, practical turning point, practical base ) and its basic forms ( share ownership, optional institution )

    在此基礎上，從理論上詳細討論了建立企業人力資本產權的必要性（現代企業制度的必然要求、殘缺的產權結構對企業的不利影響、人力資本是一種稀缺資本、人力資本是企業的決定性資本、人力資本產權是公有制經濟關系的本質體現等） ；從實踐上，對人力資本產權實踐的可行性（政策導向、實踐契機、實踐基礎等） 、企業人力資本產權實踐的基本形式（股權化、期權制度）進行了初步分析，認為企業激勵制度設計中，人力資本產權激勵是重要的方式，在目前的經濟條件下，採取人力資本股權化的形式，具有較強的現實可行性；對那些擁有市場需求大、稀缺性程度高、可替代性程度低的人力資本（要素）的所有者，股票期權制度是人力資本產權實踐發展的基本方向。
  19. Take, improvement part, for example, the paper points out that the group has improved its organizational structure to consolidate the local market ; reinforced its supervision and monitor system to ensure the effects of the promotion of its products and bettered its distribution system and bonus system with an aim of inspiring the enthusiasm of its staff

    在改進方面本文提出了，改變營銷組織結構，以加強市場運作力量；加強營銷管理監督與控制，以確保營銷實踐效果；改變傳統分配、激勵制度，以調動員工積極性。
  20. Theories of performance evaluation have developed over the years from the concept of focusing on procedure management that emphasizes on evaluating individuals ' performances to objective - oriented management that combines organizations ' and individual ' s objectives, and are now integrating with strategy management, budgeting, incentive system, and human resources development

    隨著時代的進步，績效評估理論也不斷在進化，由早期強調過程管理，著重個人績效衡量，逐步走向組織與個人目標結合的目標管理，迄今更進一步發展與策略管理、預算編列、激勵制度、人力發展等各項制度結合。
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