例句與用法

1. Swot ( strenth , weakness , opportunity and threat ) metrix strategic analysis model is used and expanded in the analysis of agile enterprise strategy
   擴(kuò)展了面向網(wǎng)絡(luò)化制造的敏捷企業(yè)swot戰(zhàn)略分析方法，基于典型企業(yè)的分析提出了敏捷企業(yè)戰(zhàn)略實(shí)施原則。
2. Fluent can imitate relation curve about heat transfer coefficient k and re , friction resistance coefficient f and re , the isoline about dot metrix between velocity field and temperature grads field . it also drafts several operating mode simulated stream field , velocity and temperature grads field
   應(yīng)用fluent軟件擬合出傳熱系數(shù)與re關(guān)系曲線、摩擦阻力系數(shù)與re關(guān)系曲線、速度與溫度場(chǎng)梯度點(diǎn)積值的等值線圖， nu較大的幾個(gè)工況的模擬流場(chǎng)、速度和溫度梯度場(chǎng)。
3. The behave and harm of insider control in state enterprise is discussed . the reason of insider control is analysed , me chain of consign and the lack of proprietor the unmatching of residual control and proceeds ; the deficiency of inspiring with manager ; the disfigurement of supervision and restriction etc are the reasons of insider control . the advice of controlling insider control is discussed from the angle of game theory , and think that big shareholders of enterprise have more power to supervise operator . in order to settle the question of insider control , the bestiring and inhibiting of manager should be consolidated . the superiority of employees in enterprise is emphasized in controlling insider control . the paper puts forward a new model to measure intrinsic value of human capital of manager , the compenhensive valuation metrix to decide the efficenncy of management and performance adjustment of human capital of manager
   這是本文研究的意義所在。本文論述了我國(guó)國(guó)有企業(yè)內(nèi)部人控制問(wèn)題的表現(xiàn)和危害，比較了我國(guó)國(guó)有企業(yè)與國(guó)外企業(yè)的內(nèi)部人控制問(wèn)題的差異及特點(diǎn)。在分析委托代理鏈冗長(zhǎng)及所有者缺位、經(jīng)營(yíng)者剩余控制權(quán)和剩余收益權(quán)不匹配、對(duì)公司經(jīng)理人員的激勵(lì)嚴(yán)重不足、監(jiān)督約束機(jī)制不健全等是形成國(guó)有企業(yè)內(nèi)部人控制的主要原因的基礎(chǔ)上，從博弈論的角度探討控制內(nèi)部人控制問(wèn)題的政策建議，認(rèn)為股權(quán)集中的大股東有更強(qiáng)的動(dòng)力去監(jiān)督目標(biāo)公司，解決內(nèi)部人控制問(wèn)題在于強(qiáng)化對(duì)經(jīng)理人員的約束、激勵(lì)。