通过这样的经验判断，可以推进经理薪酬公平性的分析和研究。
By this way, we can contrubite to the research of fair pay of executive compensation.
本文的目的在探讨总经理薪酬与公司经营绩效之间的相互影响关系。
The purpose of this study is to examine the relationship between CEO compensation and firm performance.
最后，提出可优化建行客户经理薪酬机制的可行性方案及配套措施，并针对实证结果及原因分析，设计一套更加科学有效的客户经理薪酬机制与方案。
At last, this paper puts forward some feasible measures to improve the customer manager compensation system and designs a more scientific, efficient salary system according to the empirical results.
许多经理人都受到有关薪酬的危险传言的影响，这些传言导致他们在公司如何支付员工薪酬方面做出适得其反的决定。
Many managers are influenced by dangerous myths about pay that lead to counterproductive decisions about how their companies compensate employees.
经理们分配的一些更为明显的奖励包括薪酬、晋升、自主权、工作范围和深度，以及参与目标设定和决策的机会。
Some of the more obvious rewards that managers allocate include pay, promotions, autonomy, job scope and depth, and the opportunity to participate in goal-setting and decision-making.
美国过去的类似努力基本上没有减缓高管薪酬的增长，而只是改变了高级经理获得奖励的方式。
Past efforts in the U.S. generally haven't slowed the rise of executive pay but instead shifted the way top managers are rewarded.
王宏 ――薪酬经理，向李斯特报告。
王宏——薪酬经理，向李斯特报告。
实验中，先让每位参与者看到以下场景：“经理”正告知“员工”一项薪酬决定。
Each witnessed a “manager” telling an employee about a compensation decision.
一家持有高盛股份的对冲基金的基金经理说：“我们希望公司赚取尽可能多的利润，他们必须支付给雇员的薪酬是合理的。”
"We want firms to make as much profit as possible, what they have to pay their employees is appropriate," said a fund manager at a hedge fund that holds a stake in Goldman.
这种前所未有的全球行动可能会在很大范围内改变薪酬惯例，也有可能促使高级经理人跳槽到不受影响的公司。
The unprecedented global scope of these efforts could change pay practices broadly as well as prompt top managers to move to unaffected companies.
他最初并没有计划将这套理论专门适用于职场，但是经理人很快发现了马斯洛的理论和薪酬方案之间的相关性。
His intention was not that this should be applied particularly to the workplace, but managers soon saw the relevance of Maslow's framework to compensation packages.
高管人员和对冲基金经理们开始大谈薪酬补贴，几十年前，这种行为被认为是无耻的。
Executives and hedge fund managers began bragging about compensation packages that would have been considered shameful a few decades before.
他们还发现，控制幅度大的经理人通常会获得更多薪酬，并被提拔管理更大规模的队伍。
In addition, managers with wide spans of control tend to get paid more and are promoted to run larger groups, the authors found.
对特别贪婪的经理人说不，可能无法对一般公司的薪酬产生影响。
Saying no to the greediest outliers may have little impact on remuneration at the average firm.
比较好的策略是等着招聘经理先提及薪酬问题。
A better strategy is to wait for the hiring manager to raise the subject of salary.
专业经理人不需要一定来自日本，薪酬由其表现决定。
It would be run by professional managers, not necessarily from Japan, rewarded with performance-based salaries.
另一个考验是股东对经理人薪酬的激进态度能否成为一个普遍的行动。
Another test will be how widespread shareholder activism on pay becomes.
11月17日，宣布了其在薪酬方面的新思维，旨在进一步地将资深经理的奖金与持续的业绩挂钩。
On November 17th it unveiled its new thinking on compensation, which is designed to tie awards for senior managers more closely to sustained performance.
请不要忘记，我们的目标是在你公开自己的薪酬信息之前让招聘经理告诉你这份职位的预算报酬。
Remember, , the goal is to get the hiring manager to tell you the budgeted salary range for the position before you share any salary information.
作为主要的激励手段，职业经理的薪酬机制要对激励不足问题负有主要的责任。
As the main incentive means, the professional manager's salary system should be to encouraging the insufficient question to shoulder main responsibility.
只有18%接受调查的招聘经理表示，他们当初提出的薪酬是不可更改的。
Only 18% of the managers surveyed said their initial offer is set in stone.
也就是说要雇用好的经理去打理这些企业。虽然苏格兰皇家银行老板自己的薪酬受到限制，但他很好地完成了自己的工作。
That means paying for good managers to clean up these firms: the boss of RBS, though pilloried for his pay packet, is making a decent fist of things.
因此，本文选择在华跨国公司经理层薪酬战略作为研究对象。
So I selected manager salary strategy of multinational corporation in China as the research object.
有些经理在决定升职和薪酬时也会将员工的Chatter评分考虑进去，但该公司拒绝透露细节。
Some managers also take employees' Chatter scores into account when determining promotions and compensation, though the company declined to provide specifics.
通过借鉴国外企业的成功经验，经理人员的薪酬与企业的绩效更加紧密的联系起来。
Use successful experience of overseas enterprises for reference, top managers 'compensation has more correlation with enterprise's performance than ever before.
本文的研究目的就是在委托—代理理论和心理契约理论的结合下对职业经理人薪酬管理模式进行深入地研究与探讨，构建出一套完整合理的整体薪酬模式。
In this thesis, the main study aim is to advance a system for profession manager compensation combined with the reality on the basis of Proxy-Agency theories and psychological contract theories.
本文的研究目的就是在委托—代理理论和心理契约理论的结合下对职业经理人薪酬管理模式进行深入地研究与探讨，构建出一套完整合理的整体薪酬模式。
In this thesis, the main study aim is to advance a system for profession manager compensation combined with the reality on the basis of Proxy-Agency theories and psychological contract theories.
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