集體激勵 的英文怎麼說

中文拼音 [jítǐjīlì]
集體激勵 英文
grouincentive
  • 集 : gatherassemblecollect
  • 體 : 體構詞成分。
  • 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
  • 集體 : collective; community; group; team
  • 激勵 : 1 （激發鼓勵） encourage; impel; urge; inspire; excite; stimulate; put one on one s mettle 2 [電...
  1. Part two introduces the theory of panel data. the basic form of panel data is : yi t = it + xi t it + uit, i = 1, 2, …, n ; t = 1, 2, …, t panel data is used for describing the instance of swatch in a collectivity in some time, and observing every unit in swatch multi - scale. basing on the different hypothesis of ui, panel data has fixed effect model and random effect model, if ui is a unit constant ( corresponding to the dummy variable of

    基於分析結果，本文給出了改革我國公司治理結構的若干建議: （ 1 ）股權性質方面，培育有效的國家股持股主體; （ 2 ）股權結構方面，逐漸調整股權結構，減少第一大股東持股比例，增加除第一大股東以外的大股東的股權集中度; （ 3 ）董事會方面，採取奇數型董事會規模，並完善獨立董事的生成機制; （ 4 ）激勵制度方面，應加大董事及總經理的持股比例。
  2. Compared the equity structure and corporate governance of listed company of our country with countries such as u. s. a, japan and germany, and by game theory, this dissertation analyzes the influence mechanism of equity structure to corporate governance of a listed company from following main respects : stimulation, restriction, take - over by other company, and competition of dealership. by theoretical research, it comes to that a comparatively centralized equity structure helps to perfect corporate governance ; for its fierce competition and stability of performance, we choose the data of the industry of wholesale and retail trade listed companies of our country to analyze the influence that equity structure made to corporate governance by regression analysis, and approve it by real case. by the theory and real example, we draw the conclusion that a mode of comparatively centralized equity and main power is controlled by fictitious persons is ideal, and correspond measures are put forth to advance the economic development of our country

    本文通過對我國、美國、日本利德國等發達國家的上市公司的股權結構利治理模式比較；通過採用博弈論等方法分析了上市公司股權結構對公司治理的激勵機制、監督機制、外部接管市場和代理權競爭四個方面的影響，從理論上得出相對集中的股權結構有利於完善公司治理結構：通過選取了我國競爭比較激烈、業績相對穩定的批發與零售行業的上市公司的數據、採用回歸分析的方法對不同性質和集中度的股權結構與公司業績的關系進行了實證分析，還進行了具體的案例分析，由理論利實證研究相結合得出股權結構相對集中的法人控股模式為一種理想模式，並提出了促使我國上市公司股權結構調整使治理結構合理化的相應建議。
  3. Labour union must unremitting ground is passed multiform, undertake to the worker with patriotism, collectivistic, socialism the thought morality that is core is taught, the master spirit of incentive worker ; in the meantime, the education of knowledge of the science that strengthens pair of workers, culture, technology, make broad worker increases the ability that produces construction

    工會必須堅持不懈地通過各種形式，對職工進行以愛國主義、集體主義、社會主義為核心的思想道德教育，激勵職工的主人翁精神；同時，加強對職工的科學、文化、技術知識的教育，使廣大職工增長生產建設的才幹。
  4. The paper is one part of national science fund project study on the theory and method of performance management presided by professor of harbin institute of technology yingjun - feng and management and scientific research project of the first group of china aviation study on corporate top and middle - level executives performance evaluation and motivation model presided by my supervisor professor lujie - wang, comprehensive introduce the condition of domestic and oversee research and analyze the relationship between executives holding corporate stock and executives " performance under corporate governance. and also discuss corporate stakeholder governance and advancement of corporate executives performance and probe into influence of corporate executives behavior model on executives performance and set up corresponding performance evaluation index to appraise corporate advance and middle - level executives performance from the balanced scorecard

    本論文作為哈爾濱工業大學馮英浚教授主持的國家自然科學基金項目「績效管理的評價理論與方法研究」和導師王魯捷教授主持的中國航空工業一集團公司管理科研基金項目「企業中高級管理者績效評價與激勵模式研究」課題的一部分，綜合國內外對此問題研究的現狀，從公司治理的角度，分析公司治理下管理者持股與管理者績效之間的關系，探討企業利益相關者治理與企業管理者績效之間的規律，以及探討企業管理者的行為模式對企業管理者績效的影響，並且從綜合記分卡體現的維度建立相應的績效評價指標。
  5. Law define and individual identify, it represent non - dominivum structure in practice. in a social colony, existing a possession power order to a certain riches, and existing possession power order among individual, so there exist occupying there ' s riches prompting in a couping social economic relationships

    並且社區規范、法律界定以及個體認同之間存在差異，實際運行過程中表現為非完全所有權結構。則在一個社會群體內，對某一財產存在擁有權序集，個體間擁有權存在序關系，那麼在相互聯結的社會經濟關系中，存在互相侵佔對方財產的激勵。
  6. Eddy - current sensor conversion circuit consist amplification circuit, band - pass filter circuit, demodulation circuit, differentiation phase and data sampling circuit. these circuits are used to convert the test signal of eddy - current sensor to discrete signal tend to process. the microprocessor system that formed of dsp chip is used to data fitting of test system, data displaying and data communicating with personal computer, etc. the interference questions of hardware design and the measure of eliminating interference signal in the subject are introduced in the last of this chapter

    硬體電路的設計主要分三大部分來實現：激勵源電路部分，由分頻電路和頻率合成電路組成，產生頻率穩定的激勵信號以確保檢測任務的正常進行；傳感器變換電路部分，由放大電路、濾波電路、檢波電路、鑒相電路和數據採集電路組成，主要將電渦流傳感器檢測線圈檢測到的信號變換成只含有被測信息的離散信號，易於后續電路處理；由dsp晶元構成的微處理系統，主要完成檢測系統的數據擬合、顯示及與主機通信等功能。
  7. The selective managerial system can be made up of the internal selecting mechanism decided by the corporate governance and the external selecting mechanism decided by the market competition mechanism ; 3 ) establish a stock - equity incentive binding mechanism of the manager of township collective enterprises

    這一選擇管理機制可由企業治理結構所決定的內部選擇機制和由市場競爭機制所決定的外部選擇機制共同組成。三、建立鄉鎮集體企業經營者激勵機制和約束機制的實現途徑。
  8. This thesis, taking the library of liaoning institute of technology as the main studying part, using lots of theoretic argumentation, practical research and getting rich theories and experiences from former talents and aiming at the library ' s many problems, such as a lack of centralized ism system, no healthy technological system of ism, information talents " not adapting to the requirements of ism, information culture ' s lag, the neglect to team construction, using the analyzing ways of nature determining, quality fixing, direction deciding, documents, summing up and examples, discusses about the countermeasure of solving the above problems at several aspects : how to create the inner environment of information source ' s innovation and development ; how to perfect the encouraging system of information talents and how to perfect information talents " technological system

    本文以遼寧工學院圖書館為研究主體，在經過大量的理論論證和實地調研，汲取前輩豐富的理論與實踐經驗后，針對該館實際工作中信息資源匱乏、缺乏信息資源集中管理機制、信息資源管理技術應用緩慢、工作人員不適應信息資源管理要求等諸多問題，運用例證法、定性法、文獻法、歸納法、實際案例法等研究分析方法，在如何營造創新與發展的信息資源管理環境、如何完善信息人才的激勵機制、如何建立數字化信息服務技術體系等方面探討了解決問題的對策，最後提出將探討的對策運用到遼寧工學院圖書館的信息資源管理工作中的實施方案。
  9. Forever the without limits innovation spirit because this spirit is precisely numerical code rationality choice multiplication, the positive upward values centralism manifests, is precisely develops the establishment in take the public ownership system as the main body, in diversified economies ingredient communal development foundation socialist market economy objective need, is precisely china s enterprise dares to greet the economical globalization and the knowledge economy flood tide challenge need, is precisely any enterprise unceasingly through the system innovation, the organization innovation, the technical innovation, the pursue enterprise incessant realization great span, jumps the type, continues the need to develop, also will be unceasingly develops the enterprise general staffs to innovate spiritual, the offer spirit, the realistic spirit, the casting enterprise soul basis is at, in this kind forever under under the without limits innovation spirit guidance, the drive the enterprise culture will be able to transform the giant material force, the enterprise culture can become the modern business management the scientific idea, the surmounting enterprise life cycle infinite power

    -追求卓越永無止境永無止境的創新精神，因為這一精神正是積極向上的價值觀的集中體現，正是發展建立在以公有制為主體，多種經濟成份共同發展基礎上社會主義市場經濟的客觀需要，正是中國的企業敢於迎接經濟全球化和知識經濟大潮挑戰的需要，正是任何一個企業不斷通過制度創新組織創新技術創新追求企業不斷實現大跨度跳躍式持續發展的需要，也是不斷發展企業廣大員工創新精神奉獻精神求實精神鑄造企業靈魂的根本所在，在這種永無止境的創新精神引導下激勵下企業文化才能轉變成巨大的物質力量，企業文化才能成為現代企業管理的科學理念，超越企業生命周期的無窮動力。
  10. So, this paper that is based on the their own characteristics and their status, discusses the salary system ’ status and problems of the middle and small - scale iron and steel enterprise, and point out some new creative thoughts according to the compensation rules of the shuicheng iron & steel group company and nanjing iron & steel united co., ltd. in the principle which retaining and motivating the key staff is mainly and recruiting the employees from the external is supply, we should do seriously the job analyze and post appraisal, and adopt the market pay level which is the hybrid policy. in the additions, in the guidance of the hierarchy of the need theory, takes the deference measures to design the compensation structure according to the executive 、 the middle and low level manager 、 technicians and operative employee doing the contributions to the enterprise, adjusts the ratios of fixed wages and variable wages, uses the annual salary system for the executive, implementing the dual ladders to the managers and the technicians

    為此，本篇論文主要是根據中小鋼鐵企業的自身特點，論述了中小鋼鐵企業的薪酬體系的現狀和存在的不足，並結合水城鋼鐵（集團）公司和南京鋼鐵聯合有限公司兩家鋼鐵企業的薪酬制度，提出了相應的創新思路，即在以留住、激勵關鍵人才為主，以外部招聘員工為輔的思想指導下，認真做好工作分析、崗位評價工作，採取混合政策的市場薪酬水平，同時，在需求層次理論的指導下，根據經營管理人員、一般管理人員、技術人員及操作人員對企業的貢獻不同採取了不同的薪酬結構設計，調整了特殊人群的固定工資和浮動工資的比例，對經營管理人員實行年薪制，對技術人員和管理人員實行「雙梯制」的職業發展通道，從而確保了薪酬制度的公平性、經濟性、激勵性，不同程度地鼓勵了企業特殊人才的工作積極性和主動性，優化了企業的制度，提高了企業的核心競爭力。
  11. Culture in harmony : under the banner of enterprise sprite and core value of company, all kinds of talented people who identify with our management idea is gathered and core specialist team is formed. they work in self - inspirit, equitable competition environment. our teamwork, information - shared, well training, discipline organization is assurance of achieving our goals

    公社化的企業文化：要在實現公司使命核心價值觀和企業精神的旗幟下，聚集認同公司經營理念的各類人才，拓展核心團隊倡導自我激勵公平競爭，營造充分溝通的氛圍既按勞分配又救難濟貧培養榮辱與共的集體情感，磨練無堅不摧的團隊執行力建設賞罰分明訓練有素秩序井然積極向上心協力的學習型組織，創造人盡其智其資其力的新型公社化的企業文化。
  12. The author holds that the positive way of applying the system is to show the value of the employees. if we get the right way, employees will stay and devote themselves to the company

    採用哪一種方式進行激勵，是改變股權結構、注重集體福利的員工持股還是經理人期權，要針對企業的實際情況確定。
  13. It tries to find out effective cross - cultural managerial skills through analyzing a variety of culture conflicts in a international hotel. the approach to this research is case study. detailed analysis of the culture conflicts in the case is carried out by applying contemporary cross - culture management theories and the conclusions of differences between chinese culture and western culture. in conclusion, this study gets to the following points : 1. western managers should learn to know some common phenomena when they think of cross - culture communication. 2. this research puts forward 3 kinds of feedback and ways to realize them to deal with the information distortion in the process of communication. 3. avoidance of perceptible mistakes. 4. considering the cultural influence on decisions and accommodating different leading and motivating measures to different persons. 5. choosing appropriate managing staff and launching effective cross - culture training to serve the purpose of cro ss - culture management. 6. localization.

    本文選擇案例研究的方式，通過引入一個具體案例，運用中西方文化差異的廣泛共識性結論和當代跨文化管理理論，對案例中的文化沖突現象進行分析、探討，總結出跨國酒店在跨文化溝通中應認識中國文化背景下的一般性現象；通過運用溝通模型，進一步提出了減少溝通失真的三種反饋形式及實現方式；同時避免溝通中的知覺錯誤；在管理中注重文化對決策的影響，採取因人而異的領導方式和激勵方式。管理集團應注重選派合適的管理人員並開展有效的跨文化培訓，通過成功實現本地化來獲得跨文化管理的成功。
  14. Firstly, ownership concentration should be kept properly in chinese listed companies and the shareholding percentage of large shareholders should be declined to achieve ownership control. secondly, decrease the percentage of state - owned shares by means of selling them to artificial persons. problem of the absence of the available state - owned shareholders should be solved as soon as possible

    根據以上結論，本文提出四點建議： （ 1 ）保持一定程度的股權集中，同時通過降低第一大股東持股比例形成股權制衡； （ 2 ）以法人股東受讓的方式減持國有股，解決國有股有效持股主體缺位的問題； （ 3 ）提高流通股比例與大力發展機構投資者相結合，引導機構投資者參與公司治理； （ 4 ）進行經營者持股的制度創新，充分發揮其激勵作用。
  15. To promote members interaction through group motivational programs and events

    通過集體激勵訓練計劃和活動來推動會員之間的互動。
  16. According to the incentive theories, this paper inquires into the current conditions of the incentive policy of high - tech enterprise in china, explains that the objects involved in the incentive policy include the departments and the key human resources, put forward that the sales department and the department of research and development should be given the profit - sharing plan, other departments, the revenue - sharing plan, and the key human resources, the two long - term incentive policy - stock options and phantom stocks

    吸引並留住優秀人才的關鍵是建立有效的激勵機制。借鑒有關激勵理論，本文指出高新技術企業的內部激勵對象有兩類，一是企業內部各個部門，二是企業的中高層管理人員和技術人員等核心人力資源。針對我國高新技術企業內部激勵機制現狀，本文提出應對企業內各部門實行集體激勵機制，對中高層管理人員和技術人員實行長期激勵機制。
  17. 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。
  18. It also has restrained the sustainable development of the mutton sheep industry in hebei, and affected further improving of the competitiveness of the mutton sheep industry in china. to solve these problems the paper points out creatively the concrete and formal management objectives, principles and methods. it ' s content is the matrix organizational structure, the open contractual operation manner, the personal and group inspiring plan, the management style of the personnel reward and training, the framework of production system, the process and function of mis, etc. through the preliminary study on formal management and mis, the paper tries to provide a theoretical base for stud ying on the transition from the traditional management to a modern one, in order to enforce the direction to the mutton sheep pen ' s modernization, industrialization, and intensity in management and operation

    個業的組織結構管理、人力資源管理、庫存管理、銷售管理、生產作業管理利生產經營方式管理等方面，無序、隨意、人治的管理現狀制約了肉羊養殖企業管理效率的提高、產品質量的升級，制約了河北省肉羊業的持續、穩定發展，也制約了中國肉羊業競爭力水平的再提高，為此，創新性地提出了關于肉羊養殖企業的矩陣組織結構、外包生產經營方式、員工個人和集體激勵計劃、員工薪酬和培訓的管理方式、生產系統框架、管理信息系統的流程及其功能等具體規范化管理的目標、原則和手段等。
  19. Have put forward three suggestions according to above problem to suit in fair of group encouragement mechanism : 1. carry out the yearly salary system of diversification, emphasize short period with the combination of long - term encouragement, establish the risk delay of yearly salary to pay plan

    本文在分析、認識主要矛盾和存在問題的基礎上，依據目標導向原則，對現有的激勵機制進行了大量研究。通過研究，分析了現有激勵機制存在的主要問題，提出了改進與完善集團職業經理人的激勵政策體系和整體激勵方案。
  20. The importance of this work mainly rests with providing an incentive embedded peer management architecture for p2p application systems, witch could not only effectively increase the degree of user cooperation among the whole network, but also restrict free - riding as well as malicious behaviors such as whitewashing, collusion and traitor. other value of the work is as follows : the proposed architecture bases on the extended gnutella protocols and could be easily applied to the practical systems

    本文研究的主要價值在於:為當前p2p應用系統提供了一個集成激勵機制的節點管理體系架構，這個體系架構能夠有效提高系統用戶參與程度，限制用戶的不合作行為fr （ free - riding ）以及ww （ whitewashing ） 、合謀（ collusion ） 、變節者（ traitor ）等用戶惡意行為，為p2p應用系統提供更加穩定、高效的網路運行環境。
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