一、激励（incentives）：通过设计适当的奖酬方式让被激励员工拥有企业的部份股份，以一定的行为规范和措施让被激励者与企业的利益紧紧地绑在一 起。激发、引导、保持和规范员工按照企业既定目标的要求，为了实现企业与股东利益的最大化而努力工作。释放出其人力资本的潜在价值，并最大限度地降低监督成本。

1、 Incentives: By designing appropriate reward methods, incentivized employees can own a portion of the company's shares, and by implementing certain behavioral norms and measures, incentivized individuals can be closely linked to the interests of the company. Motivate, guide, maintain, and standardize employees to work hard in accordance with the established goals of the enterprise, in order to maximize the interests of the enterprise and shareholders. Unleash the potential value of its human capital and minimize supervision costs.

二、稳固（stable）：对于众多股权激励方法，对被激励成员利益的兑现附带有服务期的限制，稳固安定不易改变。稳固强调固，即坚实安稳，而稳定强调不易改变。特别是对于高级管理人员和技术骨干、销售骨干等“核心岗位”，股权激励的力度大，所以股权激励对于稳定“核心管理”的作用明显。

2、 Stable: For many equity incentive methods, there are service period restrictions attached to the realization of the interests of the incentivized members, and stable stability is not easy to change. Stability emphasizes solidity, that is, solidity and stability, while stability emphasizes immutability. Especially for core positions such as senior management, technical backbone, and sales backbone, the intensity of equity incentives is strong, so the role of equity incentives in stabilizing core management is obvious.

三、福利（welfare）：员工的间接报酬，通过员工的自身努力而争取到的物质待遇。这些奖励作为企业成员福利的一部分，奖励给公司职员。对于效益状况良好稳定的企业，实施激励股权使核心员工通过拥有公司股票（或股权）参与企业利润的分配。有非常明显的福利效果，而且这种福利政策还有助于增强企业对员工的凝聚力，利于形成一种以“建立利益共享分配机制”为基础。企业目前趋势是福利的整个报酬体系中的比重越来越大。

3、 Welfare: Indirect compensation for employees, material benefits obtained through their own efforts. These rewards, as part of the benefits for company members, are given to company employees. For enterprises with good and stable performance, implementing incentive equity allows core employees to participate in the distribution of company profits by owning company stocks (or equity). There is a very obvious welfare effect, and this welfare policy also helps to enhance the cohesion of the enterprise towards its employees, which is conducive to the formation of a "benefit sharing and distribution mechanism" as the basis. The current trend of enterprises is that the proportion of welfare in the entire compensation system is increasing.

四、约束（constraint）：限制使不越出范围，受纪律被激励者与企业已经形成了“ 荣辱相生、休戚与共”的利益共同体。发生员工因缺乏执行力导致企业受损，例如出现亏损，则相关人员同其他股东同样分担企业的损失。通过一些条件限制使被激者不能轻意离职 ——如果被激励者在合同期满前离职，会损失一笔不小的经济利益。

4、 Constraint: Restriction means not going beyond the scope, and those who are motivated by discipline have formed a community of shared interests with the enterprise, where honor and disgrace coexist and share weal and woe. If an employee's lack of execution results in damage to the company, such as losses, the relevant personnel will share the company's losses with other shareholders. By imposing certain conditions and restrictions, the incentivized person cannot resign lightly - if the incentivized person resigns before the contract expires, it will result in a significant loss of economic benefits.

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