executive compensation

简明释义

经理人员报酬

英英释义

例句

1.A study showed that higher executive compensation does not always correlate with better company performance.

一项研究显示，较高的高管薪酬并不总是与更好的公司业绩相关联。

2.The company implemented a new policy to link executive compensation with long-term performance metrics.

公司实施了一项新政策，将高管薪酬与长期绩效指标挂钩。

3.The board of directors decided to increase the executive compensation due to the company's outstanding performance last year.

由于公司去年表现出色，董事会决定增加高管薪酬。

4.Critics argue that excessive executive compensation creates a disparity between executives and average employees.

批评者认为，过高的高管薪酬造成了高管与普通员工之间的差距。

5.Many shareholders are concerned about the rising executive compensation in times of economic downturn.

许多股东对经济低迷时期不断上升的高管薪酬感到担忧。

作文

In today's corporate world, the term executive compensation refers to the financial payments and benefits that are provided to top-level management within a company. This includes not only their base salary but also bonuses, stock options, and various other perks. The structure of executive compensation has been a topic of intense debate among shareholders, employees, and the general public. Many argue that the pay for executives is excessively high compared to the average worker, leading to concerns about income inequality and corporate governance.One of the main reasons behind the substantial packages offered to executives is the competitive nature of the business environment. Companies are often in a race to attract and retain the best talent. Consequently, they offer lucrative executive compensation packages to entice skilled individuals who can drive the company's success. These packages are designed to align the interests of the executives with those of the shareholders, thereby ensuring that the executives are motivated to increase the company's performance and profitability.However, the issue of executive compensation is not without controversy. Critics argue that the high pay levels can lead to a disconnect between the executives and the employees. When executives receive millions in compensation while average workers struggle to make ends meet, it can create a sense of disillusionment and resentment within the workforce. Furthermore, there is a concern that some executives may prioritize short-term gains over long-term sustainability, driven by the desire to maximize their bonuses or stock options.Corporate governance plays a crucial role in determining executive compensation. Boards of directors are responsible for setting the compensation packages, but there can be conflicts of interest. Often, board members may have close ties to the executives or may even be executives themselves, which can lead to inflated pay packages that do not necessarily reflect the company’s performance. This has led to calls for greater transparency and accountability in how executive compensation is determined.In recent years, there has been a push for reforms aimed at making executive compensation more equitable and aligned with company performance. Some companies have begun adopting pay-for-performance models, where bonuses and incentives are directly tied to measurable outcomes such as revenue growth, profit margins, or stock performance. This approach seeks to ensure that executives are rewarded for genuine success rather than arbitrary metrics.Moreover, regulatory changes have also influenced how executive compensation is reported and disclosed. In many jurisdictions, companies are now required to provide detailed information on their executive pay structures, including comparisons to the average employee salary. This increased transparency allows shareholders and the public to scrutinize compensation practices and hold companies accountable for excessive pay.In conclusion, executive compensation is a multifaceted issue that reflects broader economic and social trends. While it is essential for companies to attract top talent, there must also be a balance that considers the interests of all stakeholders. As discussions around income inequality and corporate responsibility continue to evolve, the future of executive compensation will likely remain a significant area of focus for both businesses and society at large.

在当今的企业世界中，术语高管薪酬指的是公司内高层管理人员所提供的财务支付和福利。这不仅包括他们的基本工资，还包括奖金、股票期权以及各种其他福利。高管薪酬的结构一直是股东、员工和公众之间激烈辩论的话题。许多人认为，高管的薪酬与普通员工相比过于高昂，这引发了对收入不平等和公司治理的担忧。高管薪酬高额的主要原因之一是商业环境的竞争性。公司往往在争夺最佳人才的竞赛中。因此，他们提供丰厚的高管薪酬套餐，以吸引能够推动公司成功的优秀人才。这些薪酬方案旨在使高管的利益与股东的利益保持一致，从而确保高管有动力提高公司的业绩和盈利能力。然而，高管薪酬的问题并非没有争议。批评者认为，高薪水平可能导致高管与员工之间的脱节。当高管获得数百万的薪酬，而普通工人却难以维持生计时，这可能会在员工中造成失望和怨恨。此外，还有人担心一些高管可能会优先考虑短期收益，而不是长期可持续发展，这种行为是出于最大化奖金或股票期权的欲望。公司治理在决定高管薪酬方面发挥着至关重要的作用。董事会负责设定薪酬方案，但可能存在利益冲突。通常，董事会成员可能与高管有密切关系，或者甚至是高管本人，这可能导致薪酬方案被膨胀，而这些薪酬并不一定反映公司的业绩。这引发了对如何确定高管薪酬的更大透明度和问责制的呼吁。近年来，针对使高管薪酬更加公平并与公司业绩保持一致的改革呼声日益高涨。一些公司开始采用基于业绩的薪酬模式，其中奖金和激励直接与可衡量的结果（如收入增长、利润率或股票表现）挂钩。这种方法旨在确保高管因真正的成功而获得奖励，而不是基于任意指标。此外，监管变化也影响了高管薪酬的报告和披露方式。在许多司法管辖区，公司现在被要求提供有关其高管薪酬结构的详细信息，包括与普通员工薪资的比较。这种透明度的提高使股东和公众能够审查薪酬实践，并让公司对过高的薪酬负责。总之，高管薪酬是一个多方面的问题，反映了更广泛的经济和社会趋势。虽然吸引顶尖人才对公司至关重要，但也必须考虑所有利益相关者的利益之间的平衡。随着围绕收入不平等和企业责任的讨论不断演变，高管薪酬的未来可能仍将是企业和社会普遍关注的重要领域。