㈠ 跪求好心人帮我翻译这段文字 翻译得好有分加
在这篇文章中，我将介绍更多的detail.I杜邦和通用汽车公司执行激励计划将争辩说，这些计划的精心设计的预先防范和解决了当代经理股票期权计划的许多批评。杜邦和通用汽车计划的其中两项的公司被正式执行奖励制度的先驱，EI品牌均与杜邦公司（“杜邦”）和通用汽车公司（“通用汽车”），曾在二十世纪初century.Pierre关系密切S 。杜邦，那么谁的堂兄弟控制杜邦公司之一，从1920至1923年的通用汽车公司总裁和杜邦大约三分之一在通用汽车拥有的三分之一的时间（Chandler和萨尔斯伯里，1971）。第一个计划，着重于提供行政奖励纯粹成立于1927.3杜邦公司对这项计划的首席建筑师沃尔特匠，当时的副总裁，财务委员会（在现代术语，首席财务总监），后来chairman.Prior到1927年，行政奖励中提供了“一个特设的方式”（Cheape，1995）。杜邦确实有两个现金奖金，自1909年以来已到位（Cheape，1995年）计划。“A”的奖金颁发不论公司业绩与几乎都是颁发给非执行员工。“B”的奖金只限于管理和explic - itly对firm.The 1932年年度报告（杜邦公司，1932）表现有直接关系总结了这些奖金计划的结构。阿奖金：即现金红利将在本公司普通股投资规定，可对任何nature.Such服务突出服务批予可能采取的形式（一）“的发明或改进从而导致利润或保存，或在人身伤害或损坏的风险降低到该公司的财产。“（二）”很特别巧妙的企业或技术问题的解决方案。“（三）”毅力和字符持续性，在恶魔成果strating一一个重要的命题，在节能效果或利益的公司“（四）”，远远超出了一个可能是从一个占据自己的位置...."乙预期成果奖金由雇工一个字符[英]：。这计划规定，现金奖金，将在该公司的普通股投资，可授予那些谁拥有的contrib - uted在最一般的方式向本公司通过自己的能力，效率和loyalty.The“B”的奖励基金的成功提供资料如下：“这个数额不得超过71 6％以上的2％的收益，净盈余等歌剧，这家公司的系统蒸发散采用的资本及若干附属公司持有本公司应大幅从制造业务共同stock.The的优秀制造业务中运用资本全部应计算在非手术项目的投资分别。“
㈡ 全流通怎么翻译
说法一: Entire Circulation
The Stock Entire Circulation Time and the Design of the Stock Option Prompting Plan
股票全流通时代与股票期权激励计划的设计
The M&As of Enterprises in Stock Market ring China's Entire Circulation Times;
中国股市全流通时代的企业并购
说法二: Full-circulation
1.Study on the Relationship between Ownership Structure and Performance of Listed Company Facing Upcoming Full-circulation;
全流通背景下股权结构与上市公司业绩关系研究
2.Research on Tender Offers of Listed Companies under Full-circulation;
股权全流通下上市公司要约收购研究
㈢ 我国上市公司股权激励方案比较分析 翻译成英文怎么翻译
可以适当改一下 The comparison for equity incentive programs of Listed Companies in China
㈣ Restricted Stock是什么意思呢
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. 当然，这些管理人士获得了限制性股票或期权，因此实际上不会自掏腰包购买股票。
2. it excludes new grants of restricted stock and stock options. 统计中未包括新授予限制性股票和股票期权的价值。
限制性股票(restricted stock)指上市公司按照预先确定的条件授予激励对象一定数量的本公司股票，激励对象只有在工作年限或业绩目标符合股权激励计划规定条件的，才可出售限制性股票并从中获益。
㈤ 给我篇有关管理层激励或年薪制的英文文献吧有中文翻译的我追加给分
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.
超过字数限制了..中文的发不了..汗..
我用另一个号来发..
如果你觉得这个可以的话就把分加到我这个号上.(312004342)
㈥ 股权激励计划ESOP是什么的缩写
Employee Stock Ownership Plan(促进雇员拥有本公司股票的)雇员股票拥有计划
㈦ 请帮忙翻译摘要 要手动翻译 不要机器翻译 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.
相当的费事，废了我不少功夫，希望能帮你
㈧ 请求翻译
CEO得到的来自于诸如股票期权许可和受限股票奖助金等股票奖励计划的薪酬的数额，不仅取决于合同的限制，还取决于影响受限股票和股票期权的价值的经济变量。股票期权的行权价格、股票在赠与和行权时的价格、股价的波动性、竞争市场、财政和货币政策，以及在赠与日和行权日对公司股价的波动产生影响的变量，都会影响股票薪酬，并且这些因素都不能完全被CEO所控制。然而，股票薪酬制度给委托代理关系带来了大量风险；此外，根据 Aggarwal和Samwick (1999)的观点，薪酬作为考核绩效的一种方法，已经变得愈发不敏感。Bertrand和Mullaiathan (2000) 观察发现，由于股票变得更有波动性，CEO的薪酬对股东（投资）回报率的敏感程度变得更低。
以上是我自己翻译的，水平不够，见谅哈~
㈨ 哪位好心人帮我翻译下这段文字啊，万分感激了
本来不想翻的，看到机器翻译的太多，基本上不能用，还是给你翻了==
在九十年代时期，随着股票期权激励制度的大范围推广，高层管理人员的薪资结构发生了显著的变化。对于在标准普尔500内的公司来说，被转让出去的期权的总值已经从1992年的110亿美金（平均2200万美金/公司）上升到了2000年的1190亿美金（平均2亿3千8百万美金/公司）（引自Hall and Murphy,2003的数据）。赞成这种增长的人认为这可以使公司的管理者的积极性可以像所有者那样被调动起来。但是随着2000年开始的头几年，纳斯达克互联网泡沫经济的破裂，这些新潮的激励方式正在全方位的饱受质疑（比如，在这篇文章中，引自Bebchuk and Fried,2003;Hall and Murphy,2003）：鼓励了过多的以短期牟利为驱动的风险，这些风险包括鼓励管理人员去使用些高成本、低效率的方法，像Enron, WorldCom 和 Tyco这些公司的高层人员为了允诺在职期间的股价高回报率，甚至使用了诈骗手段。