⑴ 急求一份關於股利分配政策的外文文獻，最好能帶翻譯並標明出處。
童鞋你好！
這個估計需要自己搜索了！
網上基本很難找到免費給你服務的！
我在這里給你點搜索國際上常用的外文資料庫：
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⑴ISI web of knowledge Engineering Village2
⑵Elsevier SDOL資料庫 IEEE/IEE(IEL)
⑶EBSCOhost RSC英國皇家化學學會
⑷ACM美國計算機學會 ASCE美國土木工程師學會
⑸Springer電子期刊 WorldSciNet電子期刊全文庫
⑹Nature周刊 NetLibrary電子圖書
⑺ProQuest學位論文全文資料庫
⑻國道外文專題資料庫 CALIS西文期刊目次資料庫
⑼推薦使用ISI web of knowledge Engineering Village2
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中文翻譯得自己做了，實在不成就谷歌翻譯。
弄完之後，自己閱讀幾遍弄順了就成啦！
學校以及老師都不會看這個東西的！
外文翻譯不是論文的主要內容！
所以，很容易過去的！
祝你好運！
⑵ 求 關於股權激勵 的外文文獻及翻譯 還有兩天就要交了 謝謝了!!!
外文可到oa圖書館，免費下載。
翻譯估計得自己，或找人付費了。
⑶ 求公司治理角度的股權激勵外文文獻~~最好有中文翻譯
可以在相關期刊中的參考文獻中找外文文獻，然後用有道詞典翻譯即可！
⑷ 求激勵方面外文文獻及翻譯 急!!!! 我有多少分都給你
給你幾篇文章參考：
1。
Incentive Program Basics
http://www.sendcoffee.com/gifts/programs.html
2。Employee Incentive Programs
http://www.teamtechnology.co.uk/employee-incentive-programs.html
3。Employee Incentives
http://www.maritz.com/employee_incentives.html
4。Employee Incentive Plans: Make Them Worthwhile
http://www.insurancejournal.com/magazines/west/2005/04/18/features/54614.htm
5。Managing People - Compensation Choosing Incentive Plans
http://www.businesstown.com/people/compensation-plans.asp
6。http://www.business.com/directory/human_resources/workforce_management/performance_and_proctivity/incentives/
7。Employee and Student Hybrid Incentives
http://www.hybridcenter.org/employee-incentives.html
8。How to Design Effective Employee Incentive Programs
http://ezinearticles.com/?How-to-Design-Effective-Employee-Incentive-Programs&id=598840
不知道夠不？
在google搜索欄中輸入：employee incentive
想要多少有多少，並且可以點擊[ 翻譯此頁 BETA ]實現整頁翻譯。
⑸ 請大家幫我找一篇關於激勵機制的外文文獻或論文 最好有翻譯的！
1. 原則之一：激勵要因人而異
由於不同員工的需求不同，所以，相同的激勵政策起到的激勵效果也會不盡相同。即便是同一位員工，在不同的時間或環境下，也會有不同的需求。由於激勵取決於內因，是員工的主觀感受，所以，激勵要因人而異。
在制定和實施激勵政策時，首先要調查清楚每個員工真正需要的是什麼。將這些需要整理、歸類，然後來制定相應的激勵政策幫助員工滿足這些需求。
2. 原則之二：獎勵適度
獎勵和懲罰不適度都會影響激勵效果，同時增加激勵成本。獎勵過重會使員工產生驕傲和滿足的情緒，失去進一步提高自己的慾望；獎勵過輕會起不到激勵效果，或者使員工產生不被重視的感覺。懲罰過重會讓員工感到不公，或者失去對公司的認同，甚至產生怠工或破壞的情緒；懲罰過輕會讓員工輕視錯誤的嚴重性，從而可能還會犯同樣的錯誤。
3. 原則之三：公平性
公平性是員工管理中一個很重要的原則，員工感到的任何不公的待遇都會影響他的工作效率和工作情緒，並且影響激勵效果。取得同等成績的員工，一定要獲得同等層次的獎勵；同理，犯同等錯誤的員工，也應受到同等層次的處罰。如果做不到這一點，管理者寧可不獎勵或者不處罰。
管理者在處理員工問題時，一定要有一種公平的心態，不應有任何的偏見和喜好。雖然某些員工可能讓你喜歡，有些你不太喜歡，但在工作中，一定要一視同仁，不能有任何不公的言語和行為。
1. 激勵員工從結果均等轉移到機會均等，並努力創造公平競爭環境。
舉例來說，吳士宏在IBM從一個打掃衛生的人做起，一步一步到銷售業務員，到地區負責人，到中國區總經理，是什麼原因呢？除了個人努力，還應該說IBM 良好的企業文化給了一個發展的舞台，那就是每一個人都有無限的發展機會，只要有能力就會有發展的空間，實現自我，這在很多企業是做不到的，這種體制無疑會給員工莫大的激勵作用。
2. 激勵要把握最佳時機。
——需在目標任務下達前激勵的，要提前激勵。
——員工遇到困難，有強烈要求願望時，給予關懷，及時激勵。
3. 激勵要公平準確、獎罰分明
——健全、完善績效考核制度，做到考核尺度相宜、公平合理。
——克服有親有疏的人情風。
——在提薪、晉級、評獎、評優等涉及員工切身利益熱點問題上務求做到公平。
4. 推行職工持股計劃。
使員工以勞動者和投資者的雙重身份，更加具有關心和改善企業經營成果的積極性。
現代人力資源管理的實踐經驗和研究表明，現代的員工都有參與管理的要求和願望，創造和提供一切機會讓員工參與管理是調動他們積極性的有效方法。毫無疑問，很少有人參與商討和自己有關的行為而不受激勵的。因此，讓職工恰當地參與管理，既能激勵職工，又能為企業的成功獲得有價值的知識。通過參與，形成職工對企業的歸屬感、認同感，可以進一步滿足自尊和自我實現的需要。建立和提高員工參與管理、提出合理化建議的制度和職工持股制度，加強員工各層次與領導層的交流溝通，提高員工主人翁參與意識。
5. 榮譽激勵
對員工勞動態度和貢獻予以榮譽獎勵，如會議表彰、發給榮譽證書、光榮榜、在公司內外媒體上的宣傳報導、家訪慰問、流覽觀光、療養、外出培訓進修、推薦獲取社會榮譽、評選星級標兵等。
6. 關心激勵
對員工工作和生活的關心，如建立員工生日情況表，總經理簽發員工生日賀卡，關心員工的困難和慰問或贈送小禮物。
7. 競爭激勵
提倡企業內部員工之間、部門之間的有序平等競爭以及優勝劣汰。
8. 物質激勵
增加員工的工資、生活福利、保險，發放獎金、獎勵住房、生活用品、工資晉級。
9. 信息激勵
要經常交流企業、員工之間的信息，進行思想溝通，如信息發布會、發布欄、企業報、匯報制度、懇談會、經理接待日制度。
1. One of the principles: incentives to vary from person to person
Because of the different needs of different staff, therefore, the same incentive effects of policy incentives will play a different. Even with a staff, at different times or circumstances, will have different needs. Because of incentives depending on the internal and the subjective feelings of the staff are, therefore, incentive to vary from person to person.
In the formulation and implementation of incentive policies, we must first investigate each employee clearly what is really required. Required to organize, classify, and then to formulate appropriate policies to help motivate employees to meet these needs.
2. Two principles: appropriate incentives
Appropriate incentives and penalties will not affect the incentive effect, while increasing the cost of incentives. Award overweight employees would have to meet the mood of pride and lost the desire to further enhance their own; reward incentives too light will not achieve the effect, or so employees do not have a sense of attention. Heavy penalties are unfair to make employees, or loss of the company's identity, or even slow down or damage arising from the emotions; leniency error will underestimate the seriousness of the staff, which will probably make the same mistake.
3. The principle of three: fairness
The fairness of the management staff are a very important principle, employees are any unfair treatment will affect his mood and work efficiency, and effectiveness of the impact of incentives. Employees to obtain the same score, we must receive the same level of incentives; the same token, employees committed the same error, but also should be subject to the same level of punishment. If you can not do this, managers would prefer not to reward or punishment.
Managers deal with employees at issue, must have a fair mind, should not have any prejudices and preferences. Although some staff may allow you to enjoy, some you do not enjoy, but at work, must be treated equally and should not have any of the words and acts of injustice.
1. Stimulate the transfer of staff from the results of equal to equal opportunities and strive to create a level playing field.
For example, Wu Shihong at IBM from a clean start with the people, step by step to the sales clerk to the district person in charge, General Manager of China, what are the reasons for this? In addition to indivial efforts, but also said that IBM should be a good corporate culture to a stage of development, that is, everyone has unlimited opportunities for development, as long as there is capacity there will be space for the development of self-implementation, which is to do a lot of companies are not, this system will undoubtedly inspire a great role of the staff.
2. Inspire the best time to grasp.
- Takes aim at pre-order incentive the mission to advance incentives.
- Have Difficulties employees, desire to have strong demand, to give the care and timely encouragement.
3. Want a fair and accurate incentive, reward
- Sound, perfect performance appraisal system to ensure appropriate assessment scale, fair and reasonable.
- Have to overcome there is thinning of the human pro-wind.
- In reference salary, promotions, awards, etc.評優involve the vital interests of employees on hot issues in order to be fair.
4. The implementation of Employee Stock Ownership Plan.
Workers and employees in order to double the capacity of investors, more concerned about the outcome of business operations and improve the initiative.
Modern human resources management experience and research shows that employees are involved in modern management requirements and aspirations, and create and provide opportunities for all employees is to mobilize them to participate in the management of an effective way to enthusiasm. There is no doubt that very few people participated in the discussions of the act and its own without incentives. Therefore, to allow trade unions to participate in the management of properly, can motivate workers, but also the success of the enterprise to obtain valuable knowledge. Through participation, the formation of trade unions on the enterprise a sense of belonging, identity, self-esteem and can further meet the needs of self-realization. Set up and improve employee participation in management, the rationalization of the proposed system and the Employee Stock Ownership and strengthening leadership at all levels and the exchange of communication and enhance the awareness of staff to participate in ownership.
5. Honor incentive
Staff attitude and contribution of labor to honor rewards, such as recognition of the meeting, issued certificate, honor roll, in the company's internal and external publicity on the media reports, home visits condolences, visit sightseeing, convalescence, training out of training, access to recommend honor society, selected stars model, such as class.
6. Concerned about the incentives
The staff concerned about work and life, such as the staff set up the birthday table, birthday cards, general manager of the issue of staff, care staff or difficult and presented a small gift sympathy.
7. Competitive
The promotion of enterprise among employees, departments compete on an equal footing between the orderly and the survival of the fittest.
8. The material incentives
Increase their wages, welfare, insurance, bonuses, incentive houses, daily necessities, wages promotion.
9. Information incentives
Enterprises to communicate often, information among employees, the idea of communication, information such as conferences, field release, enterprises reported that the reporting system, the association manager to receive the system date.
⑹ 求一篇股利政策相關的外文文獻 並有中英文翻譯
我有
⑺ 求幾篇關於股權激勵的外文文獻
⑻ 急！求2篇關於上市公司股票期權激勵制度相關的外文文獻和中文翻譯，要有出處。謝謝各位了。qq:2570353391
我幫你
Q我
⑼ 激勵理論相關的外文翻譯那找啊
激勵理論概述
激勵理論主要研究人動機激發的因素、機制與途徑等問題。這些理論大致可劃分為三類：內容性激勵理論、過程型激勵理論和行為改造理論。
內容性激勵理論理論
內容性激勵理論重點研究激發動機的誘因。主要包括馬斯洛的「需要層次論」、赫茨伯格的「雙因素論」和麥克萊蘭的「成就需要激勵理論」等。
⑽ 急！！求股票期權會計研究的外文..1W字元 要附有出處和中文翻譯 ~哪位大蝦幫忙~啊 小弟謝謝了
In finance, an option is a contract between a buyer and a seller that gives the buyer of the option the right, but not the obligation, to buy or to sell a specified asset (underlying) on or before the option's expiration time, at an agreed price, the strike price.
In return for granting the option, the seller collects a payment (the premium) from the buyer. Granting the option is also referred to as "selling" or "writing" the option.
A call option gives the buyer of the option the right but not the obligation to buy the underlying at the strike price.
A put option gives the buyer of the option the right but not the obligation to sell the underlying at the strike price.
If the buyer chooses to exercise this right, the seller is obliged to sell or buy the asset at the agreed price.[1][2] The buyer may choose not to exercise the right and let it expire. The underlying asset can be a piece of property, a security (stock or bond), or a derivative instrument, such as a futures contract.
The theoretical value of an option is evaluated according to several models. These models, which are developed by quantitative analysts, attempt to predict how the value of an option changes in response to changing conditions. Hence, the risks associated with granting, owning, or trading options may be quantified and managed with a greater degree of precision, perhaps, than with some other investments. Exchange-traded options form an important class of options which have standardized contract features and trade on public exchanges, facilitating trading among independent parties. Over-the-counter options are traded between private parties, often well-capitalized institutions that have negotiated separate trading and clearing arrangements with each other.
Another important class of options, particularly in the U.S., are employee stock options, which are awarded by a company to their employees as a form of incentive compensation. Other types of options exist in many financial contracts, for example real estate options are often used to assemble large parcels of land, and prepayment options are usually included in mortgage loans. However, many of the valuation and risk management principles apply across all financial options.
Contents [hide]
1 Contract specifications
2 Types of options
2.1 Option styles
3 Valuation models
3.1 Black Scholes
3.2 Stochastic volatility models
4 Model implementation
4.1 Analytic techniques
4.2 Binomial tree pricing model
4.3 Monte Carlo models
4.4 Finite difference models
4.5 Other models
5 Risks
5.1 Example
5.2 Pin risk
5.3 Counterparty risk
6 Trading
7 The basic trades of traded stock options (American style)
7.1 Long call
7.2 Long put
7.3 Short call
7.4 Short put
8 Option strategies
9 Historical uses of options
10 See also
11 References
12 Further reading
13 External links
[edit] Contract specifications
Every financial option is a contract between the two counterparties with the terms of the option specified in a term sheet. Option contracts may be quite complicated; however, at minimum, they usually contain the following specifications:[3]
whether the option holder has the right to buy (a call option) or the right to sell (a put option)
the quantity and class of the underlying asset(s) (e.g. 100 shares of XYZ Co. B stock)
the strike price, also known as the exercise price, which is the price at which the underlying transaction will occur upon exercise
the expiration date, or expiry, which is the last date the option can be exercised
the settlement terms, for instance whether the writer must deliver the actual asset on exercise, or may simply tender the equivalent cash amount
the terms by which the option is quoted in the market to convert the quoted price into the actual premium-–the total amount paid by the holder to the writer of the option.
[edit] Types of options
The primary types of financial options are: