non-incentive 中文意思是什麼
non-incentive
解釋
非誘發火災設備-
In this paper, we study the trading model based on the project " the network market ", which was implemented by the chongqing electronic commerce inc and us. aiming at the shortage of trading model in " the network market ", we employ game theory and multi - criteria decision theory, introduce the matchmaking schema based on price and quantity into electronic commerce application, bring forward a market matchmaking trading model including five phases : market matchmaking, reinforce learning, biliteral negotiation, contract signing, contract executing. the main work and conclusion as follows : considering the behaviour of multi - buyers with multi - sellers, we realise a matchmaking model based on the price and quantity through double auction mechanism under discriminatory and non - discriminatory price situation, analyse the incentive compatibility and competitive equilibrium of the mechanism
主要研究成果如下:針對多個買家與多個賣家的交易行為，提出一種撮合交易模型?採用價格和數量作為撮合要素，以雙重拍賣機制為撮合手段，重點研究均價和差價形式下的實現機制，並對其激勵相容性和市場均衡進行理論分析?為增強市場效率，論文提出了一種針對雙重拍賣的學習機制，它以三參數學習模型為基礎進行改進，藉助交易歷史信息，實現交易代理的自我學習 -
Adopting rational agent characteristic could add the auditor into corporate contract to educing optimum solution ; opening out the auditor incentive factors in auditing demand theory and the monitor mechanism of auditing. a multi - agent corporate model including the firm owner, the manager and the auditor of the corporate is analyzed in the paper, the conclusions are : educing the optimum solution of model which could prevent the manager and the auditor becoming collusive or skulked ; clarifying the relationship between monitoring of the firm owner and working of the auditor, and illustrating the behavior combination of optimum solution ; further analyzing the relationship among monitoring degree, punishment of auditor and the auditor risk. adapting the model from a single term to serial terms, and adding the non - monetary utility of auditor - - - reputation into the model ; describing behavior of the firm owner in reality and clarifying the necessity of monitoring by the owner and the environment improvements it needs
論文採用所有者經理人審計師多代理人模型為基礎進行分析，主要成果是：得出能夠防止共謀和不努力工作的模型最優解集合；通過因素分析闡明審計師工作努力程度與所有者監控力度之間的直接關系，以及審計合約最優解的行為策略組合及其制定順序；引申分析所有者監控力度與審計風險、審計師懲罰力度之間的關系；成功的將模型從單一期間擴展到多期間情況，並且將審計師聲譽等非現金收入形式的效用影響加入到模型當中；通過分析審計實務中的所有者行為特徵說明所有者對審計師工作實施監控的必要性，以及實現該監控所需的條件。 -
Another direct take market as beginning point move to corporation, under this case, it, basing on the analysis on the optima ] number of business partners, argue that the forming of vc is the sharing result of transaction cost and incentive of non - contractible investment. at the last, base on the analysis mentioned above, and combining with the cases about clothing enterprise in wenzhou city of zhejiang province, it make suggestions to sems on what is the key factor to set up vc
另?個方向是以市場為起點，向企業方向發展，從這個角度本義以企業合作的最佳合作數量為研究對象，通過分析企業間協調成一本的以及參加虛擬企業的激勵因索，提出虛擬企業的形成是交易成本和對商業夥伴的非和約投資進行激勵兩種因素共同作用的結果。最後，本文價:前} fll章節的從礎卜，結合筆一者在溫州對企業調研的案例，對中小企業運用虛擬企業這種組織形式提出建議。 -
This should be an incentive to apply the rrpa method with non - linear effective lagrangians to study other systems such as unstable nuclei near drip lines. for nuclei with the extreme value of n / z, low - lying collective excitations are found in isovector dipole modes, which are mainly due to the particle - hole excitation of weakly bound states near fermi surface and the isospin mixture effect
將相對論無規位相近似理論推廣應用到奇特核集體激發態的研究，發現對于奇特核的同位旋矢量激發模式在很低能量下會出現軟模式的巨偶極共振，這主要是由於費米面附近粒子-空穴激發所形成的。 -
Secondly, actions between banks and enterprises in china ' s credit market and the motivation of banks " deregulation are deeply analyzed by the means of the game theory. thirdly, the thesis studies how systematic factors in china aggravate the information asymmetry in the credit market from the aspects of property right, financial supervision and information announcement. at last, suggestions on how to dissolve the bank credi t risk and prevent non - performing banking assets increasing are put forward in the aspects of improvement of information symmetry, establishment of incentive and constraint mechanism and elimination of systematic factors which aggravate the information asymmetry
首先，論文分析了我國信貸活動中的信息不對稱所產生的逆向選擇與道德風險對銀行資產質量的影響；其次，作者運用博弈論方法對我國信貸市場中銀行與企業的博弈行為以及銀行違規的動力進行了深入地分析；接著，論文又從產權、金融監管和信息披露這三個方面研究了我國的體制性因素如何加劇信貸市場的信息不對稱問題；最後，論文從提高信貸市場的信息對稱度、建立有效的激勵約束機制以及消除加劇信息不對稱的體制性因素這三個方面對化解我國銀行信貸風險、防範銀行不良資產的新增提出了建議。 -
Therefore, the executive pay schemes are designed, they should be divided into incentive pay schemes and non - incentive pay schemes, of the most important is the designation of incentive pay schemes
因此，在設計經營者報酬計劃時也應分為激勵性報酬和非激勵性報酬，其中最重要的是激勵性報酬計劃的設計。 -
Non - monetary awards are based on an accumulation of points awarded for the degree of suggestion impact for specified intangible factors as indicated in the company employees incentive bonus program policy
非獎金方式的獎賞可以在公司員工激勵獎金辦法的政策規定中所明確指出的無形的益處項目中，運用積點方式表達此無形益處影響層面的大小做為獎賞程度的高低 -
The selected topic of paper originates from the soft science project " research on systematic design in mechanisms of incentive and constraint of non - governmental technical enterprises " of anhui science & technology committee
本文選題來源於安徽省科技廳軟科學研究計劃項目「民營科技企業激勵與約束機制系統設計研究」 （項目編號： 02035018 ） 。 -
These conclusions imply that enterprise management should develop customized software into industry - standard applications finally ; should pay attention to clients of good business environment and allocate more resources to non - government clients ; should design effective incentive mechanisms to shorten the limit time and increase the profit for projects in making strategic decisions
這些結論說明軟體企業在制定戰略時，需以定製產品和定製服務為起點，但最終必須研發成為具有行業特點的標準化應用軟體；在資源分配時，應重點關注地域商務環境好的客戶，適當提高非政府機構行業客戶的資源分配比例；應健全項目經理激勵制度，促使項目提前完工，從而降低開發成本，增加項目業績。 -
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。 -
It is fairly clear therefore that there is an incentive for suppliers of services to non - registered traders ( meaning in practice, small traders in addition to individuals ) to be based outside the eu, if they can manage it
有一點是很清楚的，那就是只要有可能，成為歐盟之外的非注冊交易商對那些勞務提供商還是有吸引力的。 -
After that the presentations and validity of long - term compensation mechanism were analyzed. long - term compensation incentive can reach low - cost incentive, achieve long - term development and strengthen bank human capital. but there also exists restrictive factors, which are as follows : salary system factor, unscientific achievement appraisal, governance structure factor, market non - full effective factor and laws and imperfect regulations system and so on
繼而闡述了我國商業銀行長期薪酬激勵現狀，並對其優勢進行分析，認為長期薪酬激勵可以實現低成本激勵、實現銀行長期發展、強化銀行人力資本;但是存在一些限制性因素，如薪酬制度自身因素、業績評價不科學因素、銀行治理結構因素、市場非充分有效因素、法規制度不完善因素等。 -
This paper first points out non - governmental technical enterprises " inadaptability problem, then finding the ultimate reason - - lacking incentive forces and meanwhile the systematic frame of incentive and constraint mechanisms is given
本文首先提出了民營科技企業在快速成長中所遇到的企業管理「不適應癥」 ，其根本原因在於對員工的激勵不足，在此基礎上提出了激勵與約束機制系統架構。 -
The realization of incentive management in organizations driven by non - projects
論非項目驅動組織中項目激勵管理的實現 -
Specially, the staff performance evaluation maintains rigid, superficial and formalized, what is more, the system setup is backward and most of the quantification control still is in the task prospectus, which result in non - objective and partial performance evaluation. the performance lacks close connection with the interests of staff and divisions. to be worse, the functions of incentive and constraint in organizations cannot be well practiced and all the negative affects above - mentioned prohibit, in essence, the system reforms from deepgoing in maritime system
特別是對人員業績的考核工作不力，表面化、形式化現象嚴重，制度建設落後，量化管理大多停留在任務計劃書中，難以體現業績考核的客觀性和公正性，業績與人員和部門利益脫鉤，不能很好地實踐組織激勵與約束的功能，阻礙了海事系統各項制度改革的深入開展。 -
The paper tentatively puts forward non - governmental technical enterprises " mechanisms of incentive and constraint should follow the mode of combining scientific appraising and standardized design with talent incentive system
本文提出了民營科技企業激勵與約束的科學評價與規范設計相結合的人才激勵體系模式。 -
But from citizen ' s participate - in power, modern means and non - coercive form method, russian administration law is being tendency of establishing incentive mechanism outside check and control mechanism. this is repulsive from " control of administration theory ", but compatible with " balancing doctrine ". despite we difficultly anticipate the russian administration method will choose what kind of mode, theory and practice of russian administrative law have already proved it is clear and indubitable to development to modern government by law
但從俄羅斯行政法所涉及的行政程序中的公民參與權、對經濟間接調控的現代手段和非強制性方法等內黑龍江大字碩土羊位論又一容看，俄羅斯行政法存在制約機制之外建立激勵機制的傾向，這也是被傳統「控權論」所排斥而與「平衡論」相容的。 -
Therefore, motivating cooperation among users and restricting non - cooperation behaviors is one of the key topics to protect p2p application systems. by bringing in some social experiences into p2p research, this paper proposes a complete peer management architecture, with a novel and effective incentive mechanism embedded, to guarantee the security, stability and efficiency of the p2p system
本文以新穎、有效的pyramid激勵機制為中心，以保障p2p網路安全、穩定、高效運行為主要內容，借鑒了現實社會經驗，從人類意識和技術相結合的角度提出了一個集成了激勵機制的節點管理體系架構，為構造安全、自組織、低成本和高參與度的p2p應用系統提供了必要的基礎。 -
Non financial incentive
非財務式獎勵 -
Based on analyzing the actuality of incentive mechanism and constraint mechanism of non - governmental technical enterprises, mechanism of post incentive, mechanism of talent growing, mechanism of training, mechanism of performance appraising, mechanism of compensation and the constraint mechanism which are composed of systematic incentive and constraint mechanism have been designed respectively
在對民營科技企業各種激勵機制與約束機制現狀分析的基礎上，分別設計了構成激勵與約束機制系統的崗位創業激勵機制、人才成長激勵機制、培訓激勵機制、績效評價激勵機制、薪酬激勵機制和約束機制。
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