部分激勵的 的英文怎麼說

中文拼音 [bùfēnjīlìde]
部分激勵的 英文
partially energized
  • 部 : Ⅰ名詞1 （部分; 部位） part; section; division; region 2 （部門; 機關或組織單位的名稱） unit; mini...
  • 分 : 分Ⅰ名詞1. （成分） component 2. （職責和權利的限度） what is within one's duty or rights Ⅱ同 「份」Ⅲ動詞[書面語] （料想） judge
  • 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
  • 部分 : （整體中的局部或個體） part; section; portion
  • 激勵 : 1 （激發鼓勵） encourage; impel; urge; inspire; excite; stimulate; put one on one s mettle 2 [電...
  1. After compurgation these thinking from the west and the east, we will find there are many sameness and difference between them. chapter focuses on analyzing the environment of chinese public department human resource management and development in the contemporary era, pointing out the shortcomings in practice, furthermore, it argued the civil servant system in china

    文章的第二部分分析了當代中國公共部門人力資源的管理與開發環境，從政府在市場經濟條件下轉換職能的角度，評價了當前我國公共部門人力資源管理與開發的現狀，在此基礎上，進一步分析了我國公務員制度中的激勵問題，指出目前激勵的應用現狀及存在的不足。
  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. The duties of the managers weren " t equal to their powers which induced that the managers abused their power to figure benefits for theirself only but not to think over the benefit of the owners ". the paternalistic managing mode of shanxi bank snoffed out the innovative abilities in shanxi bank which made them losing many opportunities of development and resulting in shanxi bank " s final decline. the third part mainly tells of the contrast analyses between the systems of shanxi bank and the systems of the enterprises of the time. and sum up the experiences and the lessons of shanxi bank to build up the organizational system and managing mode of enterprises with chinese characteristics

    第三部分是在前兩部分內容的基礎上，一方面把票號的人力股制度和所有權、經營權分離的組織制度與現代企業的相關制度進行簡單的對比分析，通過對比說明票號組織制度雖然具有很明顯的先進性，但同時也有它的歷史局限性和不完備之處;另一方面在對比分析的基礎上，總結出票號組織管理方面的經驗教訓對創立有中國特色的企業治理結構和管理模式具有四個層面的借鑒意義，一是企業組織制度與人文環境的結合，二是肅清扼殺企業創新機制的家長製作風，三是企業管理中激勵與約束的對稱性問題，四是制度創新與環境變遷的結合問題。
  4. Some of our most important tasks in the coming year are to encourage cooperation among the different sectors of society and to stimulate participation at every level to improve the local and regional environment

    因此來年我們部分重要的工作，是激勵社會各階層參與發展環保工作，加強民間合作，務求改善本港及整區的環境。
  5. Seeing from the point of global management practices, the core competitiveness of insurance company includes the factors of management, technique, system etc. but we must consider about the special industry backgrounds, culture, tradition and their management practices, this article use the inside human resource management of ping ' an as case, combining with the restructure of literae spirit, theory of corporate culture, benchmarking theory, the special characters of insurance operation. finally, compared with some mature foreign practices of hrm such as career development plan, kpi performance evaluation, stimulation mechanism, importation of international professionals etc, this article gives out analyses. then it uses them as analysing frame, gives out ping ' an ' s workable measures

    從全球企業管理發展實踐來看，保險業核心競爭力的形成包括管理、技術、制度環境等很多方面的因素，但基於保險公司特殊的行業背景以及一國所特有的文化和傳統及其各自的管理實踐，本文以平安保險公司內部的人力資源管理為研究對象，結合目前中國社會中的人文精神重構、企業文化理論、人力資源管理中的標桿瞄準理論、保險業特殊的經營特點，從理論到實踐，對比國外比較成熟的一些人力資源管理方法包括職業發展計劃、 kpi績效評估法、分配激勵機制管理、引入國際化人才等方法作為加強人力資源管理的主要方法，並以此為分析框架深入結合平安保險的實際情況得出結論，比如說建立平安企業文化、對管理人員的區分激勵、一線員工的后線平臺搭建等微觀執行指標分解，在文章的最後從宏觀上提出強化執行和建立學習型人力資源管理機制的方法。
  6. 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。
  7. Meckling model of analyzing enterprise ownership structure, author study our country environment impacting on the eso efficiency and get the conclusion : though the implement of the eso in bank of our country can change the traditional rigid method of salary distribution, correct nearsightedness of senior executive and excite positive psychology, but because of many environments restrictions, the effect of the eso was give a great discount. so if implying this encouragement scheme, we must take the road of china in the bank of our country. referring to western bank experiences, author has discussed the eso schemes in our bank and designed the feasible schemes, which accords with the realistic objective condition

    本文系統闡述了股票期權激勵的基本原理及應用狀況，對現行銀行薪酬管理模式的問題及在銀行業中實施股票期權激勵的效應進行了探討，並借用詹森、梅克林分析企業所有權結構模型來研究我國銀行業的環境變化對股票期權作用效率的影響，得到結論：盡管我國銀行實施股票期權激勵能改變傳統的僵化薪酬分配方式，糾正高管人員的短視心理，激發工作積極主動性，但由於我國的證券市場效率較低，大多數銀行的產權治理結構不完善，稅收、會計、法律制度不健全這些內外部環境的制約，將使股票期權的激勵效率大打折扣，因此，在我國的銀行業中實施這一激勵方案必須走中國化的道路。
  8. 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。
  9. Don ' t underestimate the importance of exercise to self - motivation. what happens to students is that many of them forget about exercise. exercising the body keeps the mind sharp

    不要低估運動對自我激勵的重要性。而事實上，大部分學生通常都疏於運動。運動能使思維敏捷！
  10. The second part proposed the dynamic stockholder ' s rights drive model in a brand - new angle. the dynamic stockholder ' s rights drive model is based on the delimiting of the static stockholder ' s rights proportion in advance which each staff enjoys ( initial stockholder ' s rights proportion ), and then it derectly calaculate the new propotion

    動態股權激勵模型即是在預先劃定每位員工所享有的靜態股權比例（初始股權比例）的基礎上，按照其所負責業務（項目）給公司帶來的稅后貢獻率超過其初始股權的部分進行的直接計算，是一種按資分配與按績分配相結合的方法。
  11. The essay mainly analyses the rural family planning interests ' mechanism such functions as leading compensation, encouragement, leading, ensuring function, etc. from the angle of our country rural children utility, and advances we should set up interests leading mechanism from the following aspects : the parents, children and the whole family concerned must benefit from the favourable polices, and points out that this mechanism should be easily acquired, reflect the regional disparity and emphasize that the mechanism should be developed together with culture construction, mutually promote in interests

    摘要本文從計劃生育政策下我國農村子女效用角度出發，分析了農村計劃生育利益導向機制的補償、激勵、導向、保障功能等功能，提出建立利益導向機制的3個角度，即針對計生家庭的父母、子女和整個家庭3部分實施的優惠性的利益機制，指出利益導向機制和優惠措施要具有易獲得性、體現地區差異性，並強調利益導向機制要同生育文化一同建設、相互促進。
  12. In view of today ' s situation that professional executive are out of corporation management again and again in china, after analyzing the reasons, this paper points out that the better way to solute the contradiction of professional executive and the owner of corporation is to construct effective corporate cultural motivation, and then demonstrates some ideas about how to develop corporate cultural motivation to professional executive. this paper consists of eight parts. the first part is introduction ; second is the meaning of professional executive motivation ; third is relative theory statement ; fourth is corporate cultural demonstration ; fifth is the necessary of corporate cultural motivation to professional executive ; sixth is solutions ; seventh is case study ; eighth is the paper summation

    全文分為八部分，第一部分是緒論；第二部分是職業經理人激勵的意義，第三部分相關理論綜述與研究，包括層次需要論、成就動機理論、委託代理理論、人力資本理論等；第四部分闡述了企業文化的主要功能及激勵的心理機制；第五部分闡述了企業文化對職業經理人激勵的必要性，第六部分就當前解決職業經理人激勵不足、約束不夠的狀況，提出了幾點解決的辦法，第七部分案例實證分析；第八部分對本論文做結論。
  13. The performance and effectiveness of the semi - active logic control algorithm could only depend on the control algorithm itself without structural system model and is not affected by external disturbance, in which the analysis is simplified and the control performance is enhanced. the semi - active logic control algorithm has the high adaptability for different kinds of ground excitations. the effectiveness and efficiency of the proposed semi - active logic control algorithm was higher than those of the clipped - optimal algorithm, which is one of the most popular control algorithms used at present for mr dampers

    半主動邏輯控制方法不依賴結構體系模型和外界擾動影響，只依賴于邏輯控制演算法自身，簡化了分析過程，增強了控制效果，且對不同激勵的適應性強，比目前廣泛應用的部分最優控制演算法的控制效果和魯棒性好，是一種新的具有工程應用價值的結構智能半主動控制方法。
  14. Then the concept of complex multiple tuned mass dampers is presented on the basis of calculating results. secondly, as a result of deducing formulas systematically and making programs to analyze with the software named matlab, the complex multiple tuned mass dampers are obviously more effective in comparison with multiple tuned mass dampers for suppressing vibration of struc tures

    其次，經過系統地公式推導和matlab編程模擬計算，繪出被控高聳結構在脈動風荷載激勵下，安裝mtmd和安裝復合mtmd后關鍵部分質點的位移均方響應譜，通過對兩種情況下位移均方響應譜的比較，證明了復合mtmd的減振效果明顯優于傳統mtmd振動控制裝置。
  15. There is an incentive scheme whereby a banker who brings a deal to another department is allocated a bonus from a “ single global currency pool ”

    有一個激勵的項目，一位銀行家把一項交易帶入另一個部門時將會從「單一全球貨幣池中」分配到獎金。
  16. Machine foundations ; rigid foundations for machinery with periodic excitation

    機器的底座.第2部分:周期性激勵的機器用剛性底座
  17. The distribution system of flexible and reasonable policy - making rights, actively stimulating rewards and penalties system and strict achievement evaluation system run through various departments and have been keeping the equilibrium and coordination of company ' s business operating, becoming one of the powerful dynamic sources by which we open up and march forward

    靈活合理的決策權分配系統、積極激勵的獎懲系統和嚴格專業的業績評估系統，貫穿于各級部門，保持著公司業務運作的平衡及協調，成為我們拓展前進的強大動力源之一。
  18. Part iii, core methodology of business incentives

    第三部分，企業激勵的核心方法。
  19. Consistent with the research in chapters, the strengthening of cti is studied from both the self - incentive and other - incentive perspective. it is demonstrated that the team members enjoy a limited level of self - incentive motivity and the effect of this self - incentive mode is state - contingent. a plan of profit sharing model between human capital and physical capital in innovative teams is given, and the five cardinal rules necessary to the evaluation of the value of human capital is provided too

    第四章在第三章的基礎上，分別從自激勵和他激勵兩個角度研究了基於內部積累的企業技術創新能力的強化，論證了團隊成員自激勵的有限性和自激勵效果的狀態依存性，提出基於團隊人力資本和物質資本的二維利益分割方案和對團隊成員人力資本價值評估的五個標準。
  20. The outer ensuring mechanism mainly include the following items : the government issue ; the s ystematical safeguard to provide fund raising : the society establish the trusting mechanism to create a good environment of social morality ; provide safeguard of social morality to fund raising and so on. the inner operating mechanism mainly include the following items : the administrator of higher learning institution establish the management idea like enterprise ' s behavior, using like the enterprise ' s mechanism in the process of higher learning institution ' s fund raising, designing the organization mechanism of higher learning institution ' s fund raising and so on

    其中，外部保障機制主要包括國家制定支持性和監控性制度提供籌資的制度保障，社會建立信任機制以營造良好的社會道德環境，為籌資工作提供社會道德保障等內容;內部運行機制主要包括高校管理者確立類企業行為經營理念，在高校籌資過程中採用類企業機制，以及從高校內部籌資決策權加勺分配、籌資人員激勵的方法和評價個人與業務單位籌資業績的系統三方面設計高校籌資的組織機制，等等。
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