| 1. | Take for instance the arguments about high executive pay
就拿颇富争议的高管们的薪酬来说。 |
| 2. | Public - sector pension funds do sometimes see executive pay as a political rather than a managerial issue
公共养老基金的确有时把经理人报酬看作一个政治问题而不是管理问题。 |
| 3. | Top executive pay is out of control and the professors identify one of the ways it got that way : greater disclosure
高层主管薪酬为何失控，教授们认为其中?个原因是` ：信息披露过多。 |
| 4. | Another point to bear in mind is the social relevance of executive pay , in the sense that it is never really just a matter of private agreement
另一件需要记住的事件是主管薪酬的社会关联性，在这种意义上它绝对并非真的仅是私人协议问题。 |
| 5. | The blair government has not managed to create a noticeably fairer society , as the beginnings of a backlash against the bonus and executive pay bonanza in the city attest
人们开始激烈反对金融城奖金和高管薪酬，证明布莱尔政府没能大幅改善社会公平。 |
| 6. | The two strategists cite numerous factors , including rising executive pay and technological innovation , which have rewarded high - skilled individuals
2位分析师指出了导致该现象的许多成因，包括高管薪酬的增加以及科技创新，因为科技创新会对那些拥有高技能的个人予以嘉奖。 |
| 7. | Many countries don ' t require publicly traded companies to disclose top executive pay , as the u . s . does , so precise comparative compensation figures can be hard to come by
许多国家并未像美国那样要求上市公司披露高级管理人员的薪资，因此精确地对比薪资数字可能难以做到。 |
| 8. | Therefore , the executive pay schemes are designed , they should be divided into incentive pay schemes and non - incentive pay schemes , of the most important is the designation of incentive pay schemes
因此，在设计经营者报酬计划时也应分为激励性报酬和非激励性报酬，其中最重要的是激励性报酬计划的设计。 |
| 9. | In a letter sent to the top 25 us companies by market capitalisation , the investors express concern that hiring the same consultants to advise on compensation as well as working on other management issues could help inflate executive pay at the expense of shareholders
在这封寄给排名前25位美国公司的信中，投资者表示，如果提供薪酬建议的咨询顾问也负责就其他管理问题提供建议，可能会助长高管薪酬，而让股东利益受损。 |
| 10. | The main results indicate that the levels of executive pay are largely driven by firm size , not by firm performance , and equity - based compensation does not necessarily motivate managers to maximize shareholders ' wealth and improve firm performance , and moreover , the boards works inefficiently in designing compensation contracts for top managers
主要结论表明香港上市公司的管理效用的水平主要由公司规模决定，而非公司的市场业绩；同时以股份为工具的补偿机制也不能有效促进管理层对小股东的利益和公司业绩的关注，董事会也未能有效制订对高级经理层的补偿奖励合约。 |
