We must change our mindset of " waiting , relying and asking for help " that was prevailed under the planned economy . we must develop suitable strategies considering the environment in and out of the enterprise and we must avoid activities that only seeks short - term benefit and neglect long - term goal 必须根据企业内外环境，及早筹划制定本企业油气勘探开发发发展战略，改变过去在计划经济下的“等、靠、要”思想，以及只注重短期利益而忽视企业长期利益的行为。
The study will answer how we can carry out value - based investment management , how we can solve the problem of competition and benefit , long - term benefit and short - term revenue , holistic benefit and partial benefit we create value for our shareholder ; at the same time we will realize the maximum of enterprise so that we can keep the development of company continual 文章将回答在投资管理过程中如何以价值为核心，更好地解决竞争与效益、长期利益与短期利益、整体利益与局部利益的矛盾，在为股东创造财富的同时实现企业价值最大化，保证企业的可持续发展。
The distribution of the dividend is one of the three main policies in modern financial management , and it is an sensitive problem that concern with the stock company , especially the listed one as well ; the policy covers the problems like the relationship between the company and stockholder ; the short - term and long - term policy ; the distribution of the dividend and further investment 股利分配政策是现代财务管理的三大主要政策之一，是股份制企业尤其是上市公司所涉及的最为敏感的问题，它关系到企业如何处理发放股利与盈利再投资于公司，如何处理短期利益与长期利益，如何处理公司与股东之间的关系的关键问题。
There are six big problems exist . first , the leaders or the chiefs of enterprises lack of the strategic views , pursue short - term interests excessively , a lot of mistaken ideas exist in training management ; second , system , mechanism and development strategy of management training remain to be perfected and further clarified ; the training is lack of systematical and standardization ; third , the content of courses is outmoded , the way lags behind , the style is blankness , especially lack ability of combination of theory and practice , lack of operating method and technology ; fourth , the system of training effectiveness feedbacks is imperfect , the system of training support is insufficient , which have hindered the transfer of training ; fifth , the individuals who under training have insufficient motivation , also have problems in after training loyalty , and to transfer the obtained knowledge into their work ; sixth , the government institutions do n ' t fulfill it ' s own responsibilities in constructing the system of management training . some training policies and managements even restrict the development of management training 本论文根据作者的培训实践，并参考大量资料，通过观察、访问、具体案例分析等阐述了国有企业管理培训自改革开放（ 1979年）以后的发展状况及新形势，完成的主要研究工作有：首先，指出了国有企业管理培训存在的六大问题，一、国有企业经营管理者缺乏战略眼光，过分追求短期利益，在管理培训观念上存在许多误区；二、管理培训的制度、机制及发展战略有待进一步完善和明确，培训工作缺乏系统化和规范化；三、教学内容陈旧，方式落后，风格单一，尤其缺少理论联系实际能力，缺少操作的方法与技术；四、培训效果反馈体系不健全，培训支持系统不足，阻碍了培训成果的转化；五、受训者个人接受培训动力不足，培训后忠诚性不足，缺乏将培训所获知识转化于工作中的动力；六、政府培训主管部门对构建管理人员培训体系的作为不足，某些培训政策及管理制约了企业管理培训的发展。
Firstly , a new opinion about the concept of reputation is presented . the reputation should not refer to the behavior of a body to give up short - run interest for the sake of long - run interest only . it should also include the behavior of a body to give up physical interest for the s 本文的创新表现在两个方面：一是对信誉的概念提出了新的看法，认为信誉不仅是如当前理论界所认为的，信誉是利益主体为了长期利益放弃短期利益的行为，还应包括利益主体为了虚物利益放弃实物利益的行为，并在此新概念的基础上进行企业信誉的研究。
