独立董事制度建设中英文外文文献翻译ucla排名
(含：英文原文及中文译文)
英文原文mark twain
Concerning the construction of the system of independent directors
T Fujioka
Abstract
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This paper from the pay system of independent directors incentive and restrictive effects of perspective, choosing the personnel of the independent directors, compensation development, performance appraisal, pay cash, supervision and safeguard mechanism, and veral other aspects of direct and indirect remuneration system compare the pay system to better improve the salary system of independent directors, and strengthen the incentives of independent directors.
英语四级分数计算In practice, at home and abroad in listed companies pay for independent directors is to take direct pay system, but the pay system directly to the practice effect in China is not satisfactory in solving the probl
em of internal control to safeguard the rights and interests of minority shareholders should not play functions. With the drawbacks of direct pay system is showing, and some scholars have suggested the implementation of indirect compensation system. This article on the comparison, especially from the perspective of incentives and constraints to analyze the Independent Director System direction.
Keywords: Independent Directors, Direct Compensation, Indirect
健身私人教练培训Compensation, Incentives and Constraints
1 Overview of Direct Remuneration System and Indirect Remuneration System
The direct remuneration system means that independent directors are involved in company affairs as outsiders, but they directly receive remuneration from the company together with company insiders. In the indirect remuneration system, although independent directors are involved in company affairs as outsiders, they perform duties such as supervising the insider’s business decisions, improving the scientific nature of decision-making, protecting the rights and interests of small and medium shareholders, and other stakeholders’ interests, but their labor remuneration does not come from the company. It is collected directly, and is issued by a non-profit lf-disciplined industry organization according to certain regulations.
The designers of the indirect remuneration system believe that independent directors actually become the company's “outside directors” under the indirect remuneration system, and they do not receive remuneration directly from the company. This system cuts off the psychological attachment of independent directors to listed companies and their clo economic ties with them. This effectively protects the independence of independent directors and supports the work of independent directors.
2 Comparison of incentive and restraint effects between the two types of compensation system
2.1 Selection of Independent Jello Personnel
Under the direct remuneration system, the lection of independent directors from the nomination to the lection is generally determined by the company's insiders. Each company has its own choice, and there is no single unified rule, resulting in uneven quality of independent directors. Under the indirect remuneration system, the introduction of industry organizations has made the appointment of independent directors not only have uniform entry barriers, but also has stricter lection conditions. The industry organization is responsible for the identification of professional qualifications of independent directors, subquent vocational training and the recommendation of independent directors to listed companies. Candidates changed the practice of the company's decision on the l
ection of independent directors under the direct remuneration system. This can also promote the formation of an independent director market and accelerate the improvement of the independent director market. In contrast, the procedures for the lection of independent directors under the indirect remuneration system are open and transparent, and the independent directors can work safely after entering the company without any worries. However, independent directors under the direct remuneration system may be hindered by the company's major
外贸翻译wileyshareholder's affection, and they are bound by their hands and feet.
2.2 Development of remuneration
2018四级答案
(1)Comparison of remuneration makers
韩国女星崔真实Under the indirect remuneration system, the industry organizations are responsible for formulating the remuneration standards of the listed company's independent directors according to the specific conditions of the listed companies. The indicators are unified and there is no lack of flexibility. The remuneration of independent directors under the direct remuneration system will no longer be decided by the company’s insiders or even not paid. Remuneration, the unbalanced payment and remuneration of independent directors will also be improved. Overall, indirect remuneration is an affir
mation of the work of independent directors, and it has a good material incentive for independent directors, which can greatly mobilize the enthusiasm of independent directors. This type of performance is relatively concealed in terms of constraints. The main reason is that if the independent directors do not perform their duties diligently, through the supervision of the industry organization or feedback from the work of the independent directors, he may not be able to obtain the most basic material compensation.
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(2) Comparison of remuneration development procedures
It is generally believed that the fairness of the procedure is better than the fairness of the result. The indirect salary system is better than the
direct salary system in this respect. The listed company reports the independent directors' report on the company's attendance and participation in decision-making to the industry organization. The industrial organization then determines the remuneration of the independent directors of each company. In this way, in the event of final cashing, compared with the arbitrariness of remuneration determined by major shareholders under the direct remuneration system, objectivity is enhanced, and the remuneration available to independent directors is determined entirely by their performance.
2.3 Performance Evaluation
In this regard, the indirect remuneration system pays more attention to the participation of small and medium-sized shareholders. This is mainly due to the fact that independent directors are designed to protect the interests of small and medium shareholders. They must be judged by the people he reprents. At prent, there is little discussion about performance evaluation of independent directors. One view is that the information platform for independent directors can be opened through the websites of listed companies, and the information disclosure system of listed companies can be ud to disclo the relevant work of independent directors to all shareholders and the general public. The opinions of small and medium shareholders and social reactions are ud to judge. However, the question here is whether the information obtained by small and
