㈠ 跪求好心人幫我翻譯這段文字 翻譯得好有分加
在這篇文章中，我將介紹更多的detail.I杜邦和通用汽車公司執行激勵計劃將爭辯說，這些計劃的精心設計的預先防範和解決了當代經理股票期權計劃的許多批評。杜邦和通用汽車計劃的其中兩項的公司被正式執行獎勵制度的先驅，EI品牌均與杜邦公司（「杜邦」）和通用汽車公司（「通用汽車」），曾在二十世紀初century.Pierre關系密切S 。杜邦，那麼誰的堂兄弟控制杜邦公司之一，從1920至1923年的通用汽車公司總裁和杜邦大約三分之一在通用汽車擁有的三分之一的時間（Chandler和薩爾斯伯里，1971）。第一個計劃，著重於提供行政獎勵純粹成立於1927.3杜邦公司對這項計劃的首席建築師沃爾特匠，當時的副總裁，財務委員會（在現代術語，首席財務總監），後來chairman.Prior到1927年，行政獎勵中提供了「一個特設的方式」（Cheape，1995）。杜邦確實有兩個現金獎金，自1909年以來已到位（Cheape，1995年）計劃。「A」的獎金頒發不論公司業績與幾乎都是頒發給非執行員工。「B」的獎金只限於管理和explic - itly對firm.The 1932年年度報告（杜邦公司，1932）表現有直接關系總結了這些獎金計劃的結構。阿獎金：即現金紅利將在本公司普通股投資規定，可對任何nature.Such服務突出服務批予可能採取的形式（一）「的發明或改進從而導致利潤或保存，或在人身傷害或損壞的風險降低到該公司的財產。「（二）」很特別巧妙的企業或技術問題的解決方案。「（三）」毅力和字元持續性，在惡魔成果strating一一個重要的命題，在節能效果或利益的公司「（四）」，遠遠超出了一個可能是從一個占據自己的位置...."乙預期成果獎金由僱工一個字元[英]：。這計劃規定，現金獎金，將在該公司的普通股投資，可授予那些誰擁有的contrib - uted在最一般的方式向本公司通過自己的能力，效率和loyalty.The「B」的獎勵基金的成功提供資料如下：「這個數額不得超過71 6％以上的2％的收益，凈盈餘等歌劇，這家公司的系統蒸發散採用的資本及若干附屬公司持有本公司應大幅從製造業務共同stock.The的優秀製造業務中運用資本全部應計算在非手術項目的投資分別。「
㈡ 全流通怎麼翻譯
說法一: Entire Circulation
The Stock Entire Circulation Time and the Design of the Stock Option Prompting Plan
股票全流通時代與股票期權激勵計劃的設計
The M&As of Enterprises in Stock Market ring China's Entire Circulation Times;
中國股市全流通時代的企業並購
說法二: Full-circulation
1.Study on the Relationship between Ownership Structure and Performance of Listed Company Facing Upcoming Full-circulation;
全流通背景下股權結構與上市公司業績關系研究
2.Research on Tender Offers of Listed Companies under Full-circulation;
股權全流通下上市公司要約收購研究
㈢ 我國上市公司股權激勵方案比較分析 翻譯成英文怎麼翻譯
可以適當改一下 The comparison for equity incentive programs of Listed Companies in China
㈣ Restricted Stock是什麼意思呢
Restricted Stock
限制性股票；有限制股票；受限股票
1. Of course, such executives receive restricted stock or options, so they tend not to actually buy stock out of their own pockets. 當然，這些管理人士獲得了限制性股票或期權，因此實際上不會自掏腰包購買股票。
2. it excludes new grants of restricted stock and stock options. 統計中未包括新授予限制性股票和股票期權的價值。
限制性股票(restricted stock)指上市公司按照預先確定的條件授予激勵對象一定數量的本公司股票，激勵對象只有在工作年限或業績目標符合股權激勵計劃規定條件的，才可出售限制性股票並從中獲益。
㈤ 給我篇有關管理層激勵或年薪制的英文文獻吧有中文翻譯的我追加給分
The annual salary system based on the incentive mechanism on stock options
Abstract: The Entrepreneurs of the incentive mechanisms that affect the development of the key factors. Based on the analysis of the current implementation of many of our enterprises on the basis of the annual salary system, studied and discussed more concive to encourage entrepreneurs of the stock options of long-term incentive mechanism.
The development of domestic and international business practice that: enterprise can do a good job, the key lies in people who have enthusiasm, initiative and creativity, the key is management, management can upswing, the key lies in the choice of entrepreneurs, incentive and restraint mechanisms And the incentive mechanism is the key to key.
First, the theoretical basis for the annual salary system
In recent years, the annual salary system graally income entrepreneurs in China to promote, to follow the needs of enterprise reform, but also the value of human capital and entrepreneurs specific functions to be recognized and the results.
(A) entrepreneurs have a special human capital
Business entrepreneurs, though not the owner of physical capital, but they have excellent quality and management capacity, for the proction and operation of enterprises to provide special human capital, human capital is such a modern enterprise survival and development of the most important and most dilute Lack of resources. Entrepreneurs, business development planning, internal management system, investment programmes and profit distribution plan and other major issues of policy makers and organizations perpetrators. In a sense, entrepreneurs hold the fate of enterprises, dominated the rise and fall of corporate survival. Entrepreneurs of the scarcity of human capital in its own survival period is longer, higher training costs, many business operators, but can really become entrepreneurs of the few.
Entrepreneurs to provide the most important and special scarce human capital, making them in a modern enterprise system in general was different from the human resources of the powers, responsibilities and benefits. They have the corporate management decision-making power, charged with the responsibility of corporate capital appreciation, the benefits should also be its power, relative responsibility, not only in their remuneration is higher than that of the general staff and workers compensation, performance is more important to Entrepreneurs should be involved in business in the remainder of the profit-sharing.
(B) of entrepreneurs with internal and external al function
Entrepreneurs is the internal function within the enterprise entrepreneurs to other proction elements of organization and coordination, the overall configuration, to the maximum play to the role of various factors of proction, specific performance in: entrepreneurs decided to internal organizational settings, Develop their internal management systems and to develop business profit distribution plan. This organization of the internal allocation of resources is a senior labor and complicated labor, entrepreneurs, according to the labor intensity and complexity of remuneration, this part of a general income distribution according to work areas.
Entrepreneur's external feature is that entrepreneurs of foreign competition features, including innovation and risk management capabilities. Innovative features including the introction of new procts, the introction of new technology, opening up new markets. The introction of new proction and management organizations. Risk management function is that entrepreneurs in their process of innovation should also be considered in their decision-making and analysis of market risks, social risks and natural risks, and actively pursuing hedge the risk of revenue at the same time. Foreign entrepreneurs function is determined by the innovative entrepreneurs take a risk and revenue income, income does not belong to this part of the general distribution according to work areas, we can call it "technical know distribution." And the innovative capacity of entrepreneurs and risk management capability can be attributed to their level of knowledge and level of knowledge and management as a special labor involved in the creation of corporate profits, and entrepreneurs have reason and right to participate in the sharing of corporate profits.
Second, entrepreneurs, the reality of the annual salary system
For these entrepreneurs, the theoretical basis for income, in real economic life, entrepreneurs, the annual salary income from salary income and profit sharing composed of two parts, namely S = α + βπ, for distribution according to work-α in the annual fixed pay, π is Profit targets, β coefficient is shared.
α as the income distribution according to work, its decision mechanism and the general staff remuneration for labor's decision mechanism is similar. However, e to labor management is a more advanced and complex work, so, α the identification more complicated. In addition to comply with the "minimum wage can maintain the survival and reproction of labour" principle outside, α the size of the main decisions on the following factors: First, the entrepreneurs affected the market supply and demand situation, to a large extent depends on the marginal proctivity of entrepreneurs Second, the entrepreneurs the opportunity cost (such as access to ecation and training expenses and spend a result of the loss of income opportunities) on the impact of the third, the complexity of the activities of management experience and risk degree of influence; fourth, Should take into account the "high-paying Yang Lian" needs.
∏ profit targets based on their own situation there are three main options: first, π means that the actual profit or that actual profits exceed the profits of the » Second, π means that the total profits or profits compared with last year's increase in the » Third, π can also be relatively few, that is, profitability, the profit margin is sales revenue or profit margins funds margin »
Share β coefficient determined by the size of entrepreneurs on the marginal contribution to profits. β have identified the three options: first, by the business owners in accordance with the specific situation of enterprise decision; second, entrepreneurs from the same instry competition to decide, within the same instry in the implementation of a unified β; third, from all social enterprises Home competition to decide, when the average β is the social entrepreneurs to share coefficient, the management decided to entrepreneurs working on the social average profit contribution.
From the reality of the annual salary system, we can see that the annual salary system more complete and objectively reflect the performance of the work of entrepreneurs, the wage relations, highlighted the importance of entrepreneurs, human capital, while making entrepreneurs and the economic efficiency of enterprises linked to income, Reflects the interests, responsibilities and risks of the principle of consistency. However, the annual salary system to consider only the company's annual revenue, in the case of asymmetric information, entrepreneurs will lead to acts of short-term, the pursuit of short-term high-income after Yizoule. In addition, the annual salary system does not include long-term rewards, in the absence of dynamic IP cases, entrepreneurs may obtain income through other channels, such as through various channels, "rent-seeking", in-service consumer, eat or drink, and other public funds. To remedy this deficiency, we can learn from foreign enterprises to implement the stock options and other long-term incentive mechanism, so that the personal interests of entrepreneurs and business interests more closely together.
Third, the connotation of incentive stock options and the feasibility of
The so-called incentive stock options system, the intent is to give entrepreneurs the company within a certain period of time in accordance with the established price to buy a certain number of shares of the Company's rights, made by the entrepreneurs of the cost of equity capital markets and equity prices on the poor Formation of a reward for entrepreneurs to add. This article discussed the incentive stock options, has a special meaning is that entrepreneurs will be paid an annual salary in profit sharing in whole or in part into the form of stock options to achieve long-term incentive effect. Incentive stock options will be "incentive pay" and "ownership incentives" ingenious combination of, on the one hand to entrepreneurs, entrepreneurs make the long-term behavior and interests of solidarity with the interests of business owners and entrepreneurs make a business One of the owners, have some ownership of other enterprises, at least have the following benefits: First, open a corporate ownership structure, and stability can continue to attract outstanding management personnel; Second, the entrepreneurs of the stock options from income Provision of the securities market, enterprises can rece the burden of paying cash reward, save a lot of working capital to enterprises in the non-payment of funds under the incentives to entrepreneurs; Third, can rece the asymmetric information, rece agency costs; four enterprises can be corrected Home of short-sighted mentality, so that entrepreneurs are not only concerned about the enterprise, more concerned about their future.
In contemporary developed countries, business manager's remuneration structure of a larger change than ever before, to stock options as the main reward system has been replaced by a basic annual salary and bonus as the mainstay of the traditional pay system. According to statistics, the world's top 500 large instrial enterprises, 90 percent of the enterprises have their senior management adopted a stock option compensation system, of course, these enterprises are joint-stock listed companies. At the national level, corporate stock options incentive mechanisms in recent years in Shenzhen, Shanghai, Wuhan and other places in infancy. 1993, Shenzhen Vanke developed a strict standard "staff shares scheme rules" for implementation in three phases, but because the relevant laws and regulations did not keep up, making the first phase of the "stock options" in 1995 after the employee shares into Has not been listed, the second phase of abortion. In early 1999, Shanghai's instrial system initiated the "operators revolution," the pilot system of incentive stock options. In 1999, the Wuhan City in the form of stock options to honour the six companies the legal representative of the annual salary. His annual salary from the base salary income, income risk and special incentives, such as the annual salary component. One risk of revenue in net profit in accordance with the approved enterprises, 30 percent in cash honoured, and the remaining 70 percent into stock options. Although these experiments is not the strict sense and norms of stock options, but it is a useful and positive exploration, to a large extent inspired the operators.
Fourth, stock option incentive mechanism design
The above analysis shows that the current remuneration structure of the annual salary system in the implementation of joint-stock enterprises have yet there are still some applicability, but also for the implementation of joint-stock companies listed on the stock incentive period only laid the foundation. As the annual salary system of compensation contract extension, entrepreneurs, business owners can pay part of profit sharing in cash paid to entrepreneurs, will be transformed into the rest of the stock options. Such stock options is the intrinsic value of stock options expire at the present value of the transfer, in the efforts of entrepreneurs, if the company's operating condition and stock price rising, entrepreneurs can be higher than the annual salary of stock options System for the proceeds of the contrary, if the company to operate properly, the stock was up against or not, are not entrepreneurs, not only the current stock options, but the previous efforts (of the stock options have value) will also have been in vain . Based on the above ideas, we designed stock options incentive mechanism.
First of all remuneration structure in the annual salary system S = α + βπ on the basis of the introction of the relative performance comparison information - another corporate profit targets z. In this way, the entrepreneurs to improve the remuneration structure:
Ε for which the income of entrepreneurs and other corporate profit targets z relations factor: If ε = 0, entrepreneurs of income and z, otherwise, the income of entrepreneurs and z clearance, that is, business owners in the development of expectations Profits when the standard reference to the profits of enterprises related to other indicators. Comparing the relative performance of the introction of information aimed at enhancing the strength of incentives to entrepreneurs objectivity. Of course, the entrepreneurs pay the profit-sharing programmes in the coefficient of standards and expectations of the determination of profits, ultimately a matter for the business owners and entrepreneurs to balance the results of Concorde, the owners and entrepreneurs can not be the initial desire to be fully met. Generally speaking, the desire to meet the level of the specific values of variables and the two sides in the negotiations depends on the status of the greater amount of information, the higher the position, the easier it is to satisfy the desire.
Determine the matter reward entrepreneurs profits in cash to pay the proportion of i, cash income from entrepreneurs such as:
Where p after the announcement of the corporate annual report one month's average price.
In addition, the business owner provides entrepreneurs, before the expiration of stock options may not be listed in circulation, but entrepreneurs have stock options dividends, by配股rights. After the expiration of stock options, entrepreneurs have full ownership, he can be realised or stock to continue to hold. Their specific operating under the rules of the actual business case may be, for example, will reward entrepreneurs, profit sharing of 30 percent in cash honoured, and the remaining 70 percent into stock options, this part of the shares of the voting machine temporarily by the owner of the exercise, The second year of the return of last year, equivalent to 30 per cent of profit sharing paid shares, then the third year in the same form of the return of 30 percent, while the remaining 10 per cent of total retirement.
Five of China's enterprises, stock options Thoughts
Domestic and foreign enterprises reform of the system of remuneration Practice has proved that the stock options is to coordinate the interests of shareholders and entrepreneurs the most direct way is to implement long-term incentives to entrepreneurs an effective means of restraint. However, stock options the feasibility and effectiveness does not mean that each and every enterprise in China must be adopted, nor does it mean that all enterprises have access to immediate effect. Stock options in order to make the smooth and effective implementation, it will be dependent on the following aspects of the work of common development.
(A) actively promote the stock option incentive mechanism pilot
China's enterprises in the internal and external conditions are ripe circumstances, must not blind action, Yihongershang, select some good joint-stock operation, standardize operations in recent years, no significant adverse events listed companies, especially those who grow up with good development potential Large high-tech pilot listed companies, to be made and the experience of all aspects of the promotion after the conditions are ripe.
(B) pay close attention to amend and improve laws and regulations governing securities
States should step up the formulation of the relevant stock option incentive mechanism of policies and regulations, including the mandate of the main stock options, incentive target, source, proportion, volume and price, the stock option shortest retention period, the minimum retention and non-negotiable, and Entrepreneurs such as the middle of separation or retirement of the approach, and so on, so that the enterprise incentive stock option plan law, rule-based, standardized operation.
(C) to speed up the establishment and improvement of professional entrepreneurs market
China's entrepreneurs, the cultivation, selection and use of still lacks clear and effective channel and contract protection, therefore, it is necessary to fully tap and entrepreneurs to play the function of the market, improve the mechanism by an agent, to the entrepreneurs of the term of office, powers and responsibilities, such as the establishment of Lee Clear and strict provisions of the lease for the smooth implementation of stock options to provide organizational guarantee.
(D) focus on cultivating effective stock market
It is necessary to guide investors adjusted attitude, focus on rational investment, guard against blindly speculation, to rece body speculation, the stock manipulation phenomena, to form an effective stock market, correctly reflect the operating results of enterprises so that the entrepreneurs of the stock options income and business performance Has a high correlation.
(5) to improve corporate governance and oversight mechanisms
Stake in the implementation of the enterprise must encourage the establishment and improvement of corporate governance and oversight mechanisms, and ensure the General Assembly and the Board of Directors by the shareholders determine compensation incentives to entrepreneurs of the specific programmes; entrepreneurs with the signing of a legally binding contract by the board of supervisors to exercise day-to-day Oversight functions.
超過字數限制了..中文的發不了..汗..
我用另一個號來發..
如果你覺得這個可以的話就把分加到我這個號上.(312004342)
㈥ 股權激勵計劃ESOP是什麼的縮寫
Employee Stock Ownership Plan(促進雇員擁有本公司股票的)雇員股票擁有計劃
㈦ 請幫忙翻譯摘要 要手動翻譯 不要機器翻譯 送20分
Incentive stock options is an operator has been given through the form of company stock to give enterprise managers a certain degree of economic rights. To enable them to participate as shareholders in corporate decision-making, profit-sharing, take risks, thus diligence for the company's long-term development. Modern business theory and practice has proved abroad. Incentive stock options for improving the corporate governance structure. Rece agency costs, enhance management efficiency, enhance the company cohesion and competitiveness play a very active role with the split share structure reforms and "the management of listed companies in equity-based incentives approach" (for trial implementation) promulgated by the growing number of listed in the share reform plan after the completion of the implementation of equity incentive plans. Equity-based incentives as a long-term incentive mechanism, intended to rece agency costs, improve operational efficiency and increase enterprise value. However, e to China's market economy is still in infancy stage, the incentive mechanism in China facing the environment and the conditions and environment of Western countries and conditions vary greatly, a listed company in order to study the implementation of equity incentive effects. In this paper, through the use of 2004 ~ 2007 years of financial data that were calculated in the nine listed companies before and after the implementation of equity-based incentives Tobin Q value (Tobin's Q), the value of the company to conct a longitudinal comparison, and then study the implementation of equity incentive value of listed companies impact. The results showed that the majority of the company's enterprise value is actually the growth of listed companies in China This shows that have already implemented the basic conditions of equity-based incentives, the implementation of equity-based incentives in favor of sustained, effective in promoting the value and performance of listed companies, hence the effective promotion of the listed companies the rise in stock prices to investors strong confidence and great investment opportunities.
相當的費事，廢了我不少功夫，希望能幫你
㈧ 請求翻譯
CEO得到的來自於諸如股票期權許可和受限股票獎助金等股票獎勵計劃的薪酬的數額，不僅取決於合同的限制，還取決於影響受限股票和股票期權的價值的經濟變數。股票期權的行權價格、股票在贈與和行權時的價格、股價的波動性、競爭市場、財政和貨幣政策，以及在贈與日和行權日對公司股價的波動產生影響的變數，都會影響股票薪酬，並且這些因素都不能完全被CEO所控制。然而，股票薪酬制度給委託代理關系帶來了大量風險；此外，根據 Aggarwal和Samwick (1999)的觀點，薪酬作為考核績效的一種方法，已經變得愈發不敏感。Bertrand和Mullaiathan (2000) 觀察發現，由於股票變得更有波動性，CEO的薪酬對股東（投資）回報率的敏感程度變得更低。
以上是我自己翻譯的，水平不夠，見諒哈~
㈨ 哪位好心人幫我翻譯下這段文字啊，萬分感激了
本來不想翻的，看到機器翻譯的太多，基本上不能用，還是給你翻了==
在九十年代時期，隨著股票期權激勵制度的大范圍推廣，高層管理人員的薪資結構發生了顯著的變化。對於在標准普爾500內的公司來說，被轉讓出去的期權的總值已經從1992年的110億美金（平均2200萬美金/公司）上升到了2000年的1190億美金（平均2億3千8百萬美金/公司）（引自Hall and Murphy,2003的數據）。贊成這種增長的人認為這可以使公司的管理者的積極性可以像所有者那樣被調動起來。但是隨著2000年開始的頭幾年，納斯達克互聯網泡沫經濟的破裂，這些新潮的激勵方式正在全方位的飽受質疑（比如，在這篇文章中，引自Bebchuk and Fried,2003;Hall and Murphy,2003）：鼓勵了過多的以短期牟利為驅動的風險，這些風險包括鼓勵管理人員去使用些高成本、低效率的方法，像Enron, WorldCom 和 Tyco這些公司的高層人員為了允諾在職期間的股價高回報率，甚至使用了詐騙手段。