薪酬管理外文文献翻译_中华文本库
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The existence of an agency problem in a corporation due to the separation of ownership and control has been widely studied in literatures. This paper examines the effects of management compensation schemes on corporate investment decisions. This paper is significant because it helps to understand the relationship between them. This understandings allow the design of an optimal management compensation scheme to induce the manager to act towards the goals and best interests of the company. Grossman and Hart (1983) investigate the principal agency problem. Since the actions of the agent are unobservable and the first best course of actions can not be achieved, Grossman and Hart show that optimal management compensation scheme should be adopted to induce the manager to choose the second best course of actions. Besides management compensation schemes, other means to alleviate the agency problems are also explored. Fama and Jensen (1983) suggest two ways for reducing the agency problem: competitive market mechanisms and direct contractual provisions. Manne (1965) argues that a market mechanism such as the threat of a takeover provided by the market can be used for corporate control. "Ex-post settling up" by the managerial labour market can also discipline managers and induce them to pursue the interests of shareholders. Fama (1980) shows that if managerial labour markets function properly, and if the deviation of the firm's actual performance from stockholders' optimum is settled up in managers' compensation, then the agency cost will be fully borne by the agent (manager).
The theoretical arguments of Jensen and Meckling (1976) and Haugen and Senbet (1981), and empirical evidence of Amihud andLev (1981), Walking and Long (1984), Agrawal and Mandelker (1985), andBenston (1985), among others, suggest that managers' holding of common stock and stock options have an important effect on managerial incentives. For example, Benston finds that changes in the value of managers' stock holdings are larger than their annual employment income. Agrawal and Mandelker find that executive security holdings have a role in reducing agency problems. This implies that the share holdings and stock options of the managers are likely to affect the corporate investment decisions. A typical management scheme consists of flat salary, bonus payment and stock options. However, the studies, so far, only provide links between the stock options and corporate investment decisions. There are few evidences that the compensation schemes may have impacts on the corporate investment decisions. This paper aims to provide a theoretical framework to study the effects of management compensation schemes on the corporate investment decisions. Assuming that the compensation schemes consist of flat salary, bonus payment, and stock options, I first examine the effects of alternative compensation schemes on corporate investment decisions under all-equity financing. Secondly, I examine the issue in a setting where a firm relies on debt financing. Briefly speaking, the findings are consistent with Amihud and Lev's results. Managers who have high shareholdings and rewarded by intensive profit sharing ratio tend to underinvest.However, the underinvestment problem can be mitigated by increasing the financial leverage. The remainder of this paper is organised as follows. Section II presents the model. Section HI discusses the managerial incentives under all-equity financing. Section IV examines the managerial incentives under debt financing. Section V discusses the empirical implications and presents the conclusions of the study.
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英语翻译我国中小型民营企业的薪酬分配、薪酬激励机制一直是相关企业面临老大难问题,从等级工资制到岗位技能工资制再到以岗位绩效工资制为主的多种工资制并存的状态,以及由此引发的种种思考无不证明了这一点.因此,如何针对中小型民营企业的特点,设计一套科学合理的薪酬制度,对我国中小型民营企业的发展具有十分重要的理论和实践意义.
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The payment distribution and pay incentive mechanism of small and medium-sized private enterprises in China has been a difficult problem which they can't solve for a long time.From the grade wage system and job skills wages system to the coexistence of state based mainly on job performance wages system.As well as
a variety of thinking which is caused by those we mentioned before all proved this point.Therefore how to design a science and fair system of remunerationthe aiming at the characteristics of small and medium-sized private enterprises has very important theoretical and practical significance to the improvement of small and medium-sized private enterprises in China .这个文章很多词 都是 Chinglish或者说中国特色的 具体看是给谁看,如果给老外看 很难翻译
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扫描下载二维码听说做翻译的工资都非常高，是这样吗？0人已关注
坐标：广州。就来说一说广州的九个小语种翻译收入状况。最不吃香的翻译：英语翻译同样是外语翻译，哪个语种的翻译收入最高？报告给出了当前主要9种外语语种翻译的收入状况，结果发现外语翻译月薪普遍在6千元左右，其中最吃香的是葡萄牙语翻译，月薪达6993元；最不吃香的翻译是英语翻译，月薪为5820元。其他7种外语语种翻译月薪分别为：韩语/朝鲜语翻译6630元，日语翻译6281元，俄语翻译6945元，阿拉伯语翻译6310元，德语翻译6165元，法语翻译6660元，意大利语翻译6176元。报告还显示，学历越高收入越高。比如，同样是英语翻译，硕士学位月薪可达8739元（全广东数据，下同），本科学历为6998元，而大专学历则只有5244元。此外，企业性质上，外企年薪可达99974元，合资企业为93640元，民企为87438元。另外，给你提醒三件事，这三点经常耽误译员的工作，你应该规避一下。第一，有些辅助翻译工具太复杂，根本搞不明白，简直是十年前的设计，给程序猿用的吧。第二，没有辅助翻译工具，以前的术语和语料不充足。第三，记不住单词还得到处查，浪费时间。坐标：广州。就来说一说广州的九个小语种翻译收入状况。最不吃香的翻译：英语翻译同样是外语翻译，哪个语种的翻译收入最高？报告给出了当前主要9种外语语种翻译的收入状况，结果发现外语翻译月薪普遍在6千元左右，其中最吃香的是葡萄牙语翻译，月薪达6993元；最不吃香的翻译是英语翻译，月薪为5820元。其他7种外语语种翻译月薪分别为：韩语/朝鲜语翻译6630元，日语翻译6281元，俄语翻译6945元，阿拉伯语翻译6310元，德语翻译6165元，法语翻译6660元，意大利语翻译6176元。报告还显示，学历越高收入越高。比如，同样是英语翻译，硕士学位月薪可达8739元（全广东数据，下同），本科学历为6998元，而大专学历则只有5244元。此外，企业性质上，外企年薪可达99974元，合资企业为93640元，民企为87438元。另外，给你提醒三件事，这三点经常耽误译员的工作，你应该规避一下。第一，有些辅助翻译工具太复杂，根本搞不明白，简直是十年前的设计，给程序猿用的吧。第二，没有辅助翻译工具，以前的术语和语料不充足。第三，记不住单词还得到处查，浪费时间。目前翻译市场上，英语仍是最主要的语种，其次是法语、德语和日语，西班牙语等小语种的人才储备相对较少，相应的，小语种的“钱景”也更高。我曾为客户请过一位西班牙语译员进行同声传译，费用为3000元/小时，而那时，同样资历的英语译员，同声传译收费为1000元/天。所以小语种的前景比中英翻译要高很多。目前翻译市场上，英语仍是最主要的语种，其次是法语、德语和日语，西班牙语等小语种的人才储备相对较少，相应的，小语种的“钱景”也更高。我曾为客户请过一位西班牙语译员进行同声传译，费用为3000元/小时，而那时，同样资历的英语译员，同声传译收费为1000元/天。所以小语种的前景比中英翻译要高很多。
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即刻拥有你的学业规划助手公司里的英语翻译一般每月的工资是多少?
公司里的英语翻译一般每月的工资是多少?
08-10-21 &
不同公司工资肯定有差别, 我们公司的总经理秘书差不多就是翻译了,口译, 工资不知道肯定比我多啊
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不同公司、不同地区不一样啊 据我所知，在北京，翻译的工资不等
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不同的公司，在公司的不同位置，是口译还是笔译都不一定 不过一般能拿以上吧
请登录后再发表评论!翻译公司译员工资_百度知道
翻译公司译员工资
我有更好的答案
什么语种？在哪所城市？什么学历？什么院校毕业？几年翻译经验？擅长哪里领域？有哪些项目经验？我是做英语笔译的，业内高级笔译月收入基本上都不会低于15K，至少6年行业经验（翻译类硕士 + 3年经验；本科相当于六年以上从业经验），可达到北外/上外高级翻译学院优秀硕士的同等翻译水平；算得上职业水平的英语笔译人员月收入不会低于8000的；我本人在江西某县城工作，稿费12000 /月+，最高的时候将近1年水平，6年笔译从业经验）初级翻译的月收入4000---7000 元/月（一线城市标准，下同）（CATTI 2 + 2百万字翻译经验，或达到同等水平，一般翻译硕士刚毕业水平）中级翻译的月收入7000 --- 15000元/月（国内一流翻译学校的翻译硕士 + 300万字以上翻译经验，或达到同等水平）高级翻译15000 + /月（CATTI 1 或同等水平，一般从业8年以上，相当于翻译副教授水平）口译月入在此基础上加 50%，小打小闹的很多兼职一般达不到职业译员的水平和翻译质量，所以收入和专业级的也不可同日而语，一般人误以为“笔译 = 低收入”，殊不知他们看到的所谓的“笔译”一般只能胜任很简单翻译任务，翻译质量也不大高，专八甚至六级水平都可以去做，门槛和技术含量不高，收入自然不会高。真正职业翻译要求比较高，工作十分辛苦，加班是常有的事情，翻译从业人员中算得上达到职业水平的不足10%，目前国内没有行业准入机制，鱼龙混杂，导致客户良莠难辨
英语高级翻译
各地区不同，因为深圳北京为例。数据显示：深圳英语翻译员在“互联网/电子商务”行业工资最高，为￥8120；在“北京”地区工资最高，为￥6620。此数据根据企业近一年发布的薪酬数据统计所得，可能因统计算法等因素出现偏差，仅供参考。
本回答被网友采纳
按小时收费，根据翻译水平决定每小时收费多少
英语笔译，希望具体些
公司译员工资——The interpreter by the company
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