在经理人道德风险的六道防线中，我们将股东大会制度、董事会制度、信息披露制度、公司控制权市场理解为基本防线，将股权激励理解为关键防线，这是为什么呢?

Among the six lines of defense for managers' moral hazard, we understand the system of shareholders' meeting, the system of board of directors, the system of information disclosure, and the market for corporate control as the basic line of defense, and the equity incentive as the key line of defense. Why?

严格来讲，股权激励应该称为经理人的长期激励性报酬，不过经理人90%的长期激励性报酬是通过“服权”成“期权”的形式来实现，因此通常将其称为“股权激励”。

Strictly speaking, equity incentive should be called the long-term incentive compensation of managers. However, 90% of the long-term incentive compensation of managers is realized by "serving rights" into "options", so it is usually called "equity incentive".

服权激励是公司治理机制中重要的环节和内容，也是公司治理制度在中国上市和非上市公司中应用得多的内容。股权澈励直接解决委托代理关系产生的关键性问题---利益不一致，通过股权或期权使经理人的身份变成劳动者和所有者的双重身份，使得老板和经理人成为利益的共同体。

The incentive of empowerment is an important link and content in the corporate governance mechanism, and it is also the content of the corporate governance system that is widely used in China's listed and non listed companies. Equity Chelli directly solves the key problem arising from the principal-agent relationship - inconsistent interests. Through equity or options, the manager's identity becomes the dual identity of worker and owner, making the boss and manager become a community of interests.

股权激励驱动经理人不断努力提高公司业绩，将企业的长远发展、股东价值大化与经理人自身的价值追求高度统一起来，实现“放眼未来，凤险共担，利益共享”的局面。

Equity incentive drives managers to constantly improve the company's performance, highly unifies the long-term development of the enterprise, the maximization of shareholder value and the managers' own value pursuit, and realizes the situation of "looking forward to the future, sharing risks and benefits".

设计得当的股权激励制度，本身就是一种巧妙的约束制度。如同一只“金手铐”，既充满大的利益诱惑，又有效地约束了经理人在传统薪酬激励方式下“竭泽而渔”的短期行为，有利于实现企业的可持续健康地发展。

Properly designed equity incentive system is an ingenious restraint system in itself. Like a "golden handcuff", it is not only full of great interest temptations, but also effectively restricts the short-term behavior of managers under the traditional salary incentive mode, which is conducive to the sustainable and healthy development of enterprises.

实施股权激励，实际上就是将经济激励渗透到资本的增值过程中，将经理人的积极性问题转换为他们如何对待公司的未来业绩和公司股票价格走向的问题，让为公司做出突出贡献的经理人能够充分、合理地分享其辛勤创造的成果，消除他们的利益失衡心态，从利益机制上、从源头上防范并有效通止了经理人私下做出不利于老板的行为。

The implementation of equity incentive, in fact, is to infiltrate economic incentives into the process of capital appreciation, transform the enthusiasm of managers into how they treat the future performance of the company and the trend of the company's stock price, so that managers who have made outstanding contributions to the company can fully and reasonably share the results of their hard work, eliminate their interest imbalance mentality From the source, it prevented and effectively prevented the managers from privately doing acts against the boss.

现在所有的老板，不管这个企业是否上市、是否有上市计划、是大是小，都在琢磨着将管理层和核心骨干员工留住，并吸引外部的人才加入，靠传统的激励方法已经不可行，唯有股权激励才能更好地留住人才。因此，股权激励是公司治理在国内应用得多的一个制度。关注我们http://www.guquanzhanlue.com，为您讲解更多相关的内容！

Now all bosses, no matter whether the enterprise is listed or not, whether it has a listing plan, or whether it is large or small, are thinking about retaining the management and core staff and attracting external talents. It is no longer feasible to rely on traditional incentive methods. Only equity incentive can better retain talents. Therefore, equity incentive is a system that is widely used in corporate governance in China. Follow us http://www.guquanzhanlue.com , explain more relevant content for you!