激励不足

• The dualism of finance caused by financial regulation , the system disfigurements and institutional defects during the economic transition period , and the lack of the internal supervision and stimulus derived from the imperfection of the corporation governance structures of economic bodies , offer enough rent for banks " rent - seeking behaviors . the economic result is that , implicit interest rate forms in the market
  金融抑制导致的金融二元性、经济转型时期的体制缺位和制度缺陷，以及微观经济主体不健全的法人治理结构导致的内部监督激励不足，为银行寻租行为的发生提供了不竭的租金源泉，结果形成了市场上的隐性利率。
• This system can effectively encourage and limit the senior management personnel of the enterprise . in this paper the theoretical base , the operation mechanism and the application in foreign countries of this system are introduced . according to the problems existed in law , rules , and environment in our nation , and the misunderstanding and obstacle in stock option , this thesis study and designs the phantom stock option mould that is adept to china entrepreneurs in order to set the inner incentive mechanism for our enterprises to improve the incentive and control state for the senior management in corporation and to get more competitive power
  本文先从分析国有独资公司或国有控股公司中广泛存在的经营者激励与约束不足问题入手，阐述了国有企业或国有独资公司中存在的初始委托人虚拟化和委托代理关系失衡是问题产生的根本原因，继而介绍了流行于西方企业中的、在全球500强企业中得到普遍应用、对企业高级管理人员能够产生有效的激励和约束的管理机制? ?股票期权制? ?的理论基础、运行机理和国外的应用情况，并结合目前我国在法律、制度及环境方面存在着的现实情况，然后再结合我国股权激励存在的误区和障碍，研究设计出适合我国企业家的股权激励模式，目的是使公司能够建立起一套适合于我国国情的企业内部激励机制，以改变目前高管人员激励不足、约束不力的现状，提高经济效益，增强市场竞争力。
• " stock option plan " has been popularized to more enterprises of many counties in the world , and become effective measures to encourage or to restrict his stuff in the enterprises . which seems more urgent to enterprises of our country , especially to the state - owned enterprises , fthe shortage of incentive measures to the senior executive , technology and business backbones
  “股票期权计划”已经从美国企业推广到世界上更多的国家的大小企业，成为企业积极推崇实施的有效激励约束措施。特别是我国的上市公司，对企业的高级管理人员、技术和业务骨干激励不足，这已经严重阻碍了国企的创新和发展，更不利于企业在我国加入世界贸易组织后参与国际竞争。
• The study analyze the reason for brain drain in high - tech enterprise , and draw the conclusion that lacking the long - term incentive in wage system is the main cause for loss of human resource , so i raise the viewpoint of bringing in the stock options from foreign high - tech corp . . after making a comparative analysis between china and america , and drawing on the experience of foreign counties in this regard . i make a suggestion in stock source , the option striking price in china , which are not contradictory with the existing laws and regulations in our country
  本文在对高新技术企业人力资源的流失原因进行分析的基础上，得出目前国内薪酬设计中长期激励不足是产生高科技企业人员流动的主要原因，从而确定了引入股票期权激励机制的前提条件，其后，在对我国股权运作模式及股票期权激励机制制约因素的分析基础上，借鉴国外几十年来实施股票期权的相对较为成熟的经验，提出了对我国相关法律法规的一些政策性建议，同时，针对我国法律及公司治理等方面对股票运作的障碍，提出了与现行法律不相违背的股票来源、股票行权价等方面的设计，并建设性地针对高科技企业提出了团队股票期权激励计划及针对高科技企业的股票期权运作方法，从而为相关部门制订有关政策及法律法规提供了借鉴，也为高科技企业实施股票期权提供了一套基本的原则和方法。
• The author consider that the main reasons which result in the low level of chinese educational investment lies in government behavior . on one hand , the cost - profit mechanism of governmental investment is disordered and the use of educational fund is irrational . on the other hand , the government cannot respects the self - determination right of human capital
  本文认为，我国教育投资水平相对滞后的首要原因在政府层面：一方面政府投资的成本与收益机制混乱，公共教育资金投向不合理；另一方面政府未能充分尊重人力资本产权的自主特性，个人投资激励不足。
• This paper benefits from the new achievement in research of the theory of western property right while adhering to the basic position of marx ' s theory of property right , and on the basis of summarizing the drawback of the property right system of state - owned enterprise in our country systematically , it uses the models of contract theory and agent theory by agreement about the enterprise of the theory of western property right , and analyzes insufficient stimulation of the traditional property right system of state - owned enterprise of our country . in the meanwhile , the paper also researches the information asymmetric states of trust and agent , therefore announces the agent problems of " reverse to select " and " morals risk " that state - owned enterprise exist in common , and explains basic reason state - owned enterprise ' s inefficiency and economy of poor benefits
  本文在坚持马克思产权理论的基本立场的同时，借鉴两方产权理论的最新研究成果，在较系统总结我国国有企业产权制度的弊端的基础上，运用西方产权理论的关于企业的契约理论及其委托代理模型，分析了国有企业传统产权制度存在的激励不足和恶化委托代理人之间的信息不对称状况，并由此在理论上揭示了国有企业所存在的大量“逆向选择”和“道德风险”的代理问题。
• It is aimed at the lack of encouragement over a long time , introduced the stock option into encouragement mechanism , and studied how to choose the encouraged object , how to evaluate performance , how to adjust the exercise price of the stock option and how to confirm proper quantity to donate employees with stock option , etc . chapter 6 conclusion
  分析武钢的激励机制，指出企业传统激励机制存在的问题；第五章，股票期权激励方法研究。针对企业长期激励不足，引入股票期权，对激励对象的确定、绩效评估、股票期权执行价格的调整和股票期权赠与数量的确定等方面进行了研究；第六章，结论。
• At present , majority buildings enterprises in our country exist the serious defect on the human resources management , which is the analysed position unfit and method stagnant , whose examination effect is fairly wronger and is basically the become a mere formality , whose reward standard is over a long period of time low partially and internal fair nature is fairly wronger , whose encourage exist shortcoming and the question such as use to staffs using of personnel not recognition development etc . the crucial problem of state - owned enterprises is building a set of building enterprise complete manpower resources management model and incentive system , which is one of practical method to solve the uncompetitive and ineffective of state - owned enterprises
  目前，我国大多数建筑企业在人力资源管理上存在着：职位分析不到位，分析方法滞后；绩效考核效果比较差，基本上是流于形式；薪酬水平长期偏低，内部公平性比较差；对员工的长期激励不足，在人员的使用上存在重使用、轻开发的问题。如何建立一套完整有效的建筑企业人力资源管理模式和激励机制一直是建筑企业改革的核心问题之一，也是解决我国目前建筑企业效率低下，企业竞争力较弱的有效途径之一。本论文运用规范分析和实证研究相结合的方法，针对目前我国建筑企业人力资源管理在激励和评价方面制度不健全的现象，研究如何建立有效的人力资源管理模式和激励机制的问题。
• Using the method of normative analysis , this paper analyzes the optimal incentive contract systematically points out that there is the problem for long - term incentive insufficient in our mechanism , and then discuss the concrete step and method for the material and un - material incentive deeply
  本文运用规范分析的方法对一个最优激励合约进行了系统的分析，指出我国现有的激励机制中存在长效激励不足的问题，进而重点对物质与非物质的长效激励的具体措施与方法进行了深入探讨。