这个观点是错误的，因为股东付给管理者报酬是要使公司增值。
It was wrongheaded because shareholders pay managers to make their company more valuable.
其次，这个目标是错误的：股东付给管理者报酬不是为了公司变得更大，而是要使它增值。
And second, it was wrongheaded: Shareholders pay managers to make their company not bigger but more valuable.
研究结果表明：公司绩效、国有股比例、董事会规模、两职兼任均对管理者报酬产生显著的影响。
Empirical results show that company performance, state share proportion, director board size and CEO duality all have significant effect on executive compensation.
在其他地方，激进的股东已经使得公司投弃资产或者降低管理者的报酬。
Elsewhere activist shareholders have got firms to jettison assets or cut managers' pay.
在某种程度上，这些意外之财的到来时因为银行支付给管理者们的报酬中，股票已经替代工资和奖金占了更大的部分。
To some extent, the expected windfall comes because Banks have been paying executives a greater portion of their compensation in stock instead of salaries or bonuses.
理论上来讲，日本的股东可以直接投票决定他们的红利和管理者的报酬。
In theory, Japanese shareholders can vote directly on dividends and executive pay.
自2002起，英国的公司被要求设有关于报酬的顾问式投票，这对平息股东与管理者之间的敌对起到作用。
British companies have been required to hold an advisory vote on pay since 2002, and this has helped defuse the hostility between shareholders and managers.
资本有股息，资金有利息，劳动有报酬，管理者有人力资本的回报。
Capital dividends, capital interest, paid Labour, a manager of human capital returns.
股权激励是近50年来在西方兴起的一种用以激励企业管理者的报酬制度。
Equity incentive is a reward system, which is emerged in the West in recent 50 years and used to inspirit enterprise management.
经理报酬原本主要由市场决定 ，特别是要受到管理者市场上的供求状况和商品市场上公司绩效共同决定。
Originally, manager reward should be determined by market, especially by both supply and demand in manager market and company performance in commodity market.
可采用报酬激励和精神激励，激励方法运用得当可充分发掘管理者的潜力，使其潜能成倍释放。
This can be done if the methods of bonus incentive and mental incentive are used. Properly used, these methods will help explore the manager's potential, making it release by multifold.
本文运用博奕论方法建立对产、供、销部门管理者的报酬契约模型，并重点针对变化环境对报酬设计的影响作出比较静态分析，得出了有益的结论。
The paper USES game theory to build a compensation contract model, and emphasizes the comparative statics of effects of changing environments on compensation designs, it gives some useful results.
本文运用博奕论方法建立对产、供、销部门管理者的报酬契约模型，并重点针对变化环境对报酬设计的影响作出比较静态分析，得出了有益的结论。
The paper USES game theory to build a compensation contract model, and emphasizes the comparative statics of effects of changing environments on compensation designs, it gives some useful results.
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