material incentive 中文意思是什麼
material incentive
解釋
物質刺激-
Under the incentive of the civil - market demanding such as laser material processing and the military - market demanding such as a new generation of laser weapon candidate and icf, diode - pumped solid laser ( dpsl ) develops rapidly worldwide. as an important application, diode - pumped intracavity - frequency - doubled laser is attached much importance in recent years, but there still remain many problems unresolved completely. in this paper, i have given some abecedarian study results on some of these problems theoretically and experimentally
因工業激光材料加工等民用市場的需求以及慣性約束聚變和作為新一代激光武器候選器件等軍方需求的推動，國際上高功率二極體泵浦固體激光器（ dpsl ）的研究進展迅速，作為dpsl的一個重要應用，內腔倍頻一直得到大家的重視，但仍有許多未徹底解決的問題和理論上的不完備之處，本論文擬對其中的一些問題作一初步的理論和實驗研究。 -
With the introduction of two variables ? “ shareholders ’ supervision, portfolio of salary and control rights ”, we construct a new tmt “ principle ? agent ” optimizing model ; moreover, basing on mathematical analysis of company performance mechanism, a linear model of corporate performance and tmt incentive portfolio is built ; and also, variables of incentives and control rights are introduced to help parsing tmt incentive problems in the view of the shareholders ’ supervision and we succeed in separating the contribution of tmt ’ s ability to corporate performance from their endeavor. so we propose three ways to inspirit tmt ? annual salary design based on implicit value, performance - based bonus and stock ownership, and non - material incentive portfolio mode as well, which can overcome shortcomings of traditional single explicit material incentives system
引入公司股東監督變量、薪酬與控制權激勵組合變量構建新型的高級管理層激勵組合委託-代理優化模型;結合公司績效產生機理的數學分析，構建了公司績效線性模型與高級管理層線性激勵組合模型;引入股票期權激勵與公司控制權激勵變量，解析基於股東監督的高級管理層激勵問題，成功實現了公司高級管理層能力變量與努力變量對公司績效貢獻的分離解釋;提出了基於隱性價值的年薪設計、基於績效的獎金與股權設計、基於隱性需求的非物質性激勵組合模式，克服了傳統的單一的物質性顯性激勵的局限性。 -
And enterprises in this competition, not only to retain such talent, but also to maximize their potential, must rely on the material and spiritual aspects in the implementation of enterprise incentive to stimulate high - tech talent advantage enthusiasm and creativity
而企業在這場競爭中，不僅要留住這種人才，而且要使其最大限度地發揮潛能，必然依靠企業在實施物質和精神方面的激勵優勢來激發高科技人才的積極性和創造性。 -
Finally, this article on the basis of the analysis made of high - tech talent incentive remuneration programme design : inspired by the high - tech talent is a basic requirement and should pay attention to measures to reduce wastage of high - tech talents and play their talents, and grow concerned about the staff and enterprises ; and in the establishment of incentive programmes should pay attention to personalized and appropriate nature, the principles of public plans ; and the creation of high - tech talent in the design of remuneration incentive programme methods to increase welfare spending, which is a self - help pay for high - tech talent in the important steps in the self - pay employees involved in the development of major trends in the remuneration model, enterprises to fully embody the respect of high - tech talent, and material in the high - tech talent, the incentive is very important incentive to increase the stock holdings of high - tech talent, improve the annual salary system, the introduction of various forms of demutualization incentive
最後，本文在分析的基礎上，提出了高科技人才的薪酬激勵設計方案:激勵高科技人才的基本要求及措施是應當注意降低高科技人才的流失率，發揮其才智，同時關注員工和企業的共同成長;而在建立激勵方案時應注意個性化、適度性、公平面圖等原則;而在建立高科技人才的薪酬激勵設計方案的方法上，要加大福利的支出，這也是對高科技人才實行自助式薪酬的重要步驟，在自助式薪酬主要趨向于員工參與制定薪酬模式的方式，充分體現企業對高科技人才的尊重的模式，同時，在高科技人才的激勵中物質的激勵非常重要，要加大高科技人才的股票佔有額，完善年薪制，實行多種方式的股份化的激勵。 -
Third, this paper analyzed prevailing organization structure of enterprise, material flow and money flow procedure, and compared the advanced distribution system of internal basal retailing unit with the distribution system of abroad refined petroleum product retailing terminal on labor, management system, incentive and distribution system
然後較為全面地分析了企業現行的組織機構，物流、資金流程序，從勞動用工、管理體制、激勵分配機制等諸方面選取企業內部較先進的基層零售單位分配辦法與國外成品油終端銷售的分配製度予以比較。 -
The paper discusses the incentive measures of research & development staff in state - owned large and medium - sized enterprises, making a suggestion that we should encourage research & development staff both in material aspect and spiritual aspect
本文圍繞國有大中型企業研究與開發人員激勵機制進行論述，提出從物質和精神兩方面進行激勵。 -
Identifying the measure of material and un - material incentive in the incentive combination, and then making a conclusion that un - material incentive may save the incentive cost ; demonstrating the effectiveness of the future right of stock share ; pointing out the dififerent between the enterprise achievement and the operator achievement ; demonstrating the reasonableness for the weak correlation between them, and pointing out that there is strong correlation between them
確定了激勵組合中的物質激勵與非物質激勵的量值，得出了非物質激勵可以節約激勵成本的結論；論證了股權激勵的有效性；指出企業績效與經營者績效的差別，論證了企業績效與經營者報酬弱相關的合理性，提出了經營者報酬應具有與經營者績效強相關的特性的論斷。 -
At the moment, the people of hong kong see no cost of throwing things away. the taxpayers and ratepayers pay whatever it costs to collect and dispose of waste, while anyone in the business of collecting or recycling material for reuse faces the constant handicap that the waste producers have little incentive to separate material carefully and do not have any cost if they decide to throw material away
於是無論收集或處理廢物的費用是多少，納稅人和交差餉的市民都得照付如儀，而收集或循環再造物料的承辦商經常碰到的困難，正如一些議員指出，就是製造廢物的人不肯用心把廢物分類，而且即使他們決定棄掉東西，也不用理會需要用多少金錢來處理這些廢物。
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