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在股份制企业中,作为董事会指派的经理层和经理下属的执行人员(以下称经营管理者),其经营能力和稳定性对企业的创效和发展有着十分重要的影响。因此,强化激励与约束使之与企业共命运,实为企业兴衰的关键。怎样才能做到这一点呢?实行“预期股权”能有效解决此问题。 一、预期股权的内涵 预期股权,是指允许企业经营者在一定时期内按约定价格购买本企业一定数额股票,作为看涨期权的一种激励方式。它实际上是让经营管理者成为公司的虚拟股东,旨在激励其发挥潜能,最大限度地提高企业业绩。从改革的角度看,它是从用人制度、分配制度改革入手,以人为本,管改结合,联股联心,奖罚对应的一种新机制。
In a joint-stock enterprise, as a manager appointed by the board of directors and an executive under the manager (hereinafter referred to as an operating manager), its operating ability and stability have a very important influence on the efficiency and development of an enterprise. Therefore, to strengthen the incentive and restraint to make a fortune with the enterprise, in fact, the key to the rise and fall of the enterprise. How to do this? The “expected equity” can effectively solve this problem. First, the expected content of the connotation of equity Expectations of equity, is to allow business operators at a fixed period of time agreed to purchase a certain amount of shares of the enterprise, as a call option as an incentive. It actually allows managers to become the company's virtual shareholders, designed to inspire them to realize their potential to maximize business performance. From a reform perspective, it is from the employment system, the reform of the distribution system, people-oriented, combining management, joint pooling together, rewards and punishments corresponding to a new mechanism.