manager's share

简明释义

经理股

英英释义

例句

1.The manager's share 经理的股份 in this project will be crucial for its success.

这个项目中的经理的股份对其成功至关重要。

2.He was pleased to receive a bonus that included a portion of the manager's share 经理的股份 from last quarter.

他很高兴收到的奖金中包括了上个季度的经理的股份的一部分。

3.To align interests, the startup offered a larger manager's share 经理的股份 to its executives.

为了利益一致，初创公司向其高管提供了更大的经理的股份。

4.The company decided to increase the manager's share 经理的股份 of profits to motivate the team.

公司决定增加经理的股份以激励团队。

5.During the annual review, the board discussed the manager's share 经理的股份 distribution based on performance.

在年度审查中，董事会讨论了基于绩效的经理的股份分配。

作文

In the corporate world, the term manager's share refers to the portion of profits or equity that is allocated to managers as part of their compensation package. This concept is crucial for understanding how organizations incentivize their leadership to perform effectively and align their interests with those of the shareholders. The manager's share is often structured in a way that encourages managers to focus on long-term growth rather than short-term gains, creating a more sustainable business model. One of the main reasons companies implement a manager's share system is to attract and retain top talent. In competitive industries, skilled managers are in high demand, and offering them a share of the company's profits can be a powerful motivator. This compensation structure not only rewards managers for their contributions but also gives them a personal stake in the company's success. When managers feel that they are directly benefiting from the company's performance, they are more likely to work diligently to achieve strategic goals.Moreover, the manager's share can foster a culture of accountability within an organization. When managers know that their financial rewards are tied to the company's performance, they are more likely to make decisions that benefit the organization as a whole. This alignment of interests helps to reduce conflicts between management and shareholders, as both parties are working towards the same objectives.However, there are potential downsides to the manager's share system. If not implemented carefully, it can lead to a focus on short-term performance at the expense of long-term sustainability. For instance, if managers are rewarded based solely on immediate profits, they may prioritize quick wins over necessary investments in innovation or employee development. This short-sighted approach can ultimately harm the company in the long run.Additionally, the distribution of the manager's share must be managed transparently to avoid resentment among other employees. If managers receive a disproportionately large share of the profits, it can create a sense of unfairness within the organization, leading to decreased morale among staff. To mitigate this risk, companies should consider implementing a balanced compensation strategy that recognizes the contributions of all employees while still rewarding managers for their leadership roles.In conclusion, the concept of manager's share plays a significant role in modern business practices. By aligning the interests of managers with those of shareholders, companies can create a motivated leadership team that is committed to driving long-term success. However, it is essential to approach this compensation structure with caution, ensuring that it promotes a culture of accountability without fostering unhealthy competition or resentment among employees. A well-designed manager's share program can be a powerful tool for achieving organizational goals and sustaining growth in an ever-evolving marketplace.

在企业界，术语manager's share指的是分配给管理者的利润或股权部分，作为其薪酬包的一部分。这个概念对于理解组织如何激励其领导层有效地表现并使其利益与股东的利益保持一致至关重要。manager's share通常以一种鼓励管理者关注长期增长而非短期收益的方式进行结构设计，从而创造出更可持续的商业模式。公司实施manager's share系统的主要原因之一是吸引和留住顶尖人才。在竞争激烈的行业中，熟练的管理者需求量大，而向他们提供公司利润的份额可以成为强有力的激励措施。这种薪酬结构不仅奖励管理者的贡献，还使他们对公司的成功拥有个人利益。当管理者感到自己直接受益于公司的业绩时，他们更有可能努力工作，以实现战略目标。此外，manager's share可以在组织内培养责任文化。当管理者知道自己的财务奖励与公司的业绩挂钩时，他们更有可能做出有利于整个组织的决策。这种利益的一致性有助于减少管理层与股东之间的冲突，因为双方都在朝着相同的目标努力。然而，manager's share系统也存在潜在的缺点。如果不加以谨慎实施，可能会导致关注短期业绩而牺牲长期可持续性。例如，如果管理者仅根据即时利润获得奖励，他们可能会优先考虑快速获利，而忽视必要的创新投资或员工发展。这种短视的方法最终可能会在长期内损害公司。此外，manager's share的分配必须透明管理，以避免其他员工的不满。如果管理者获得的利润份额过大，可能会在组织内部造成不公平感，导致员工士气下降。为减轻这一风险，公司应考虑实施平衡的薪酬策略，既承认所有员工的贡献，又奖励管理者的领导角色。总之，manager's share的概念在现代商业实践中发挥着重要作用。通过将管理者的利益与股东的利益保持一致，公司可以创建一个积极进取的领导团队，致力于推动长期成功。然而，必须谨慎对待这种薪酬结构，确保它促进责任文化，而不是滋生不健康的竞争或员工之间的怨恨。一个设计良好的manager's share计划可以成为实现组织目标和在不断变化的市场中保持增长的强大工具。