股票特權 的英文怎麼說

中文拼音 [gǔpiàotèquán]
股票特權 英文
stock option
  • 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...
  • 票 : 名詞1 （作為憑證的紙片） ticket 2 （選票） ballot 3 （鈔票） bank note; bill 4 （強盜綁架去用做抵...
  • 特 : Ⅰ形容詞（特殊; 超出一般） particular; special; exceptional; unusual Ⅱ副詞1 （特別） especially; v...
  • 權 : Ⅰ名詞1 [書面語] （秤錘） counterpoise; weight （of a steelyard）2 （權力） power; authority 3 （...
  • 股票 : shares; share certificate; stock certificate; equity security; stock; capital stock
  • 特權 : privilege; prerogative
  1. In usa, stock option plan has become a core guerdon instead of traditional payment include annual salary and bonus. it has many larruping characters

    在美國，以股票期權為主體的報酬制度已經取代了以年薪和獎金為主要內容的傳統報酬制度，並呈現出許多新特點。
  2. Concretely, it is creditor ' s right from the angle of request of company ' s performing obligation ; it is expectant right from the realization of right ; it is option from the content of exercising right. simultaneously, eso has the characters of right, profitability, time limit and nonnegotiable. eso system is not an arrange for system of property right but a long term incentive mechanism, because the aim of enterprise executive is not property of enterprise but rich profit by exercising their right, that is the value of eso for senior manager is not to control company but to acquire profit from the price difference

    第一部分分析了股票期權和股票期權制度的含義，指出股票期權的性質從不同角度分析可以認定為債權、期待權、選擇權，具體而言，從需權利人請求公司履行義務的角度它是一種債權，從權利實現的角度它是一種期待權，從權利行使內容的角度它是一種選擇權，同時它具有權利性、收益性、時限性、非流通性等特點；股票期權制度是一種長期激勵制度而非產權制度安排，因為企業經營者的目標是通過行使權利獲得豐厚收益，而非企業的所有權，即該制度對高級管理人員的最大價值是獲得差價利潤而不是控制公司。
  3. 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。
  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. It ca n ' t follow suit others. such as not only manager but also important technician should own stock. because most options private high - tech enterprises are impossible to come into the market, the special request of the companies should be fully considere d when stock options prompting mechanism are designed

    民營高科技企業對股票期權激勵制度的要求有其特殊性，不能一概照搬別人的東西，例如對行權對象的設定就不能單考慮經理人，還應該考慮把核心技術人員納入激勵范圍。由於大多數民營高科技企業不可能成為上市公司，所以，在設計期權激勵制度時，還要充分考慮非上市公司的特殊需求。
  6. Executive stock option system is one mature incentive model and its core is to endow company ’ s manager the right to buy ordinary stocks at fixed price and at future given time. in order to alleviate moral risk, the owner of executive stock options can benefit from the growth of the company

    經理股票期權制度是一種成熟的激勵方式，其核心是給予公司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，使股票期權持有者能夠享受到未來公司成長的利益，從而達到降低道德風險的目的。
  7. The stock options system is a cheap promotion method, and its special function of benefit combination does limit the managers " short - ranged and nearsighted actions, which helps the formation of managers " self - supervision and self - control system

    股票期權制度是一種真正低成本的激勵方式，其特有的利益捆綁功能可以有效地抑制經營者行為的短期化，有助於形成經營者的自我監督和約束機制。
  8. We have featured online articles on stock, option, currency, future, tax planning, business opportunities, company on our watch list, new products, real estate, lifestyles which including health, automobile, gadget … etc

    我們網上服務擁有股票，期權，外匯，期貨，稅務計劃，商業機會，焦點公司，新產品，地產和包括健康時尚，汽車時尚，時尚裝飾配件. . .時尚生活方式等特色文章。
  9. Applied stock option is an incentive plan for employee, especially for manager at high position. it also is the most extensive and effective extended incentive model

    應用股票期權對企業員工、特別是對企業高層經營管理人員進行激勵，是迄今為止世界范圍內應用最廣泛、最有效的長期激勵模式。
  10. 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。
  11. Next week, we will discuss why stock options are in the news and how they will affect american business earnings this year

    下個星期我們將討論為什麼在新聞中會出現有關股票特權的消息，和它是怎樣影響了今年美國交易所得。
  12. This essay begins with the special conducts and goals of the managers and the shortcomings of the present income distribution regime, and the executive stock option ( eso ) is then introduced

    首先闡述了國企經營者的特殊行為目標及現行收入分配製度的不合理性，說明了國企經營者激勵與約束機制的重要性，以此為基礎引入經理股票期權機制。
  13. With reference to some theories and findings of internal evaluation home and aboard, this paper inquires into the current conditions of the internal evaluation of high - tech enterprise in china, explains the characters of the financial indexes system for. internal evaluation by comparing the internal evaluation with external evaluation, and elaborates the great significance of setting up a financial indexes system for internal evaluation

    論文分析了兩種集體激勵方式? ?利潤分享計劃和成本分享計劃的特點，指出對不同性質的部門應實行不同的激勵方式；結合中高級管理人才和技術人員的特徵，本文指出對他們的長期有效激勵方式是股票期權和虛擬股票，並對在高新技術企業如何具體實施股票期權和虛擬股票進行了說明。
  14. Thirdly, analyzes detailed charactic, the demand charactic of human being and development state of non - government high - tech listed company, and conf innate the necessity of earring out eso in non - government high - tech usted companies through analyzing company system, the structure of property right, moral risk and the atteration of governor

    本文還詳細分析了民營高科技上市公司企業特徵、人才需要特徵及其發展現狀。並通過公司制度與產權結構、道德風險以及管理者更迭等三方面，證實了民營高科技上市公司實施經理股票期權的必要性。
  15. Because only the stock price rises can the management get compensation from the margin between the exercise price and the market price of the stock of the corporation. this article discusses the legal problems of establishing stock option system in our country. this article consists of four parts

    股票期權源於西方，在我國是新生事物，甚至在法律上沒有得到承認，所以關于股票期權的概念，在我國仍有爭議，本文首先將股票期權與期股、員工持股做比較，然後闡述股票期權的特徵。
  16. Eso plays an important role in executive managers " s incentives since it appeared in the middle of 20th century. the idea behind stock options is to align incentives between the managers and shareholders of a company. it matches the power of “ surplus control ” with the power of “ residual claim ” by letting the executive mangers participate in the distribution of residual claim, consequently enabling manager ' s benefit goal to be most consistent with the enterprise shareholders " wealth

    國外的研究現狀呈現出以下特點:一是對公司治理及經理人激勵理論的研究較為完善，但對引入股票期權后的激勵問題研究較少;二是研究多集中在對股票期權激勵效果的實證分析，但對其內在的激勵機理分析不夠，即使在實證研究方面，也存在著較大的分歧;國外的反對者則認為，期權在企業中遭到濫用，期權歪曲了企業收益的概念，這部分
  17. This paper combined the character of the high - technology, analyze the incentive mechanism of the executive stock option, the outside conditions it need, as well as the obstructions of the applying of the executive stock option in china, and then the paper presents the method and the policy that we should adopt in order to solve these problems and apply the executive stock option in china high - technology enterprises

    本文緊緊結合高新技術企業的特點，分析了股票期權在高新技術企業中的激勵機理、所需外部條件、目前在我國實施中所面臨的障礙，並對怎樣解決障礙，創造條件以促使股票期權在我國高新技術企業中順利實施，提出了相應的政策建議。
  18. When it comes to the means of paying, after stating the differences between general dividend paying methods and the special dividend paying methods to human capital owners, stock dividend is preferred for hi - tech enterprises, hi order to meet the needs of meeting requirements of all the stake - holders. specifically, the dividend policy to human capital owners in hi - tech enterprises is up to the way the property rights are obtained, namely, the stock options and esop

    本文提出了高新技術企業在一般股利分紅時應採用股票股利形式，以實現增強資本吸引力、增加企業資金來源、保持企業財務實力、增強企業舉債能力、降低企業財務風險、滿足投資者和經營者利益要求的財務目的，從而滿足企業不同利益相關者的要求；對高新技術企業人力資本所有者的股利分配形式則取決于其產權取得形式，即可使用股票期權和員工持股計劃兩種特殊方式。
  19. Lastly, in the restrictions of current conditions, the thesis designs high - tech enterprise stock option plan combined with enterprise characteristics

    最後，在目前的條件限制下，結合企業特點對高科技企業股票期權方案進行了設計。
  20. Secondly, the thesis analyzes the conditions of high - tech enterprises to apply stock option, points out that the high growth of high - tech enterprise and specific characteristics of high - tech talent motivation are favorable conditions of high - tech enterprises to apply stock option. but the abnormal capital market undeveloped talent market imperfection relative laws and rules and unconsummated enterprise administration structure are unfavorable conditions of high - tech enterprises to apply stock option. then the thesis promotes corresponding improvement measures after specifically expounding their unfavorable influences to stock option utilization

    其次，論文分析了高科技企業運用股票期權的條件，指出高科技企業的高成長性和高科技人才激勵的特殊性是高科技企業運用股票期權的有利條件，但我國資本市場的不規范、人才市場的不發達、相關法律法規的不健全及企業治理結構的不完善是高科技企業運用股票期權的不利條件，在具體闡述了它們對股票期權運用的不利影響后提出相應的改善措施。
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