golden parachute

简明释义

金降落伞

英英释义

例句

1.The board decided to implement a golden parachute policy to attract top talent to the company.

董事会决定实施黄金降落伞政策，以吸引顶尖人才加入公司。

2.Many shareholders were outraged by the size of the golden parachute given to the departing executive.

许多股东对离职高管获得的黄金降落伞的规模感到愤怒。

3.After the merger, the CEO received a substantial golden parachute for his departure, ensuring he wouldn't suffer financially.

合并后，首席执行官获得了一笔可观的黄金降落伞作为离职补偿，确保他不会在经济上受到影响。

4.The golden parachute ensures that executives are compensated even if they are let go due to company restructuring.

这份黄金降落伞确保高管即使因公司重组被解雇也能获得赔偿。

5.Critics argue that golden parachutes can lead to reckless behavior among executives.

批评者认为，黄金降落伞可能导致高管们的冒险行为。

作文

In the corporate world, the term golden parachute refers to a financial agreement that provides significant benefits to top executives when they leave a company, particularly in the event of a merger or acquisition. These agreements are often seen as a way to ensure that executives are compensated for their loyalty and hard work, even if the company faces challenges or changes ownership. The concept of a golden parachute can be both praised and criticized, depending on one's perspective on corporate governance and executive compensation. On one hand, supporters argue that golden parachutes are necessary to attract and retain talented leaders who can navigate complex business landscapes. In industries where competition is fierce, companies need to offer attractive packages to secure the best talent. A well-structured golden parachute can provide peace of mind for executives, allowing them to focus on the long-term goals of the company without fear of sudden unemployment. Additionally, these agreements can serve as a safeguard against hostile takeovers, ensuring that executives are not unduly pressured to act against their own interests or those of the shareholders. However, critics of golden parachutes argue that they can lead to excessive compensation packages that do not align with the performance of the company. When executives receive substantial payouts regardless of the company's success, it can create a disconnect between their interests and those of the shareholders. This misalignment can result in poor decision-making and a lack of accountability. Furthermore, in times of economic hardship, lavish golden parachute agreements may provoke public outrage, especially if employees are being laid off or if the company is struggling financially. The debate surrounding golden parachutes often highlights the broader issues of income inequality and corporate ethics. Many people believe that no individual should receive such large sums of money for failure, especially when many workers face job insecurity and stagnant wages. As a result, some companies have begun to revise their executive compensation packages to be more performance-based, tying payouts to measurable outcomes rather than guaranteeing large sums simply for leaving the company. In conclusion, the golden parachute is a complex topic that evokes strong opinions on both sides. While it serves as a tool for attracting top talent and protecting executives during turbulent times, it also raises questions about fairness and accountability in corporate governance. As businesses continue to evolve, so too will the discussions surrounding executive compensation and the role of golden parachutes in shaping the landscape of corporate leadership. Ultimately, finding a balance between rewarding executives for their contributions while ensuring that shareholder interests are prioritized remains a critical challenge for companies worldwide.

在企业界，术语金色降落伞指的是一种财务协议，为高管在离开公司时提供显著的福利，尤其是在并购事件中。这些协议通常被视为确保高管因其忠诚和努力工作而获得补偿的一种方式，即使公司面临挑战或所有权变更。金色降落伞的概念可以受到赞扬也可以受到批评，这取决于人们对公司治理和高管薪酬的看法。 一方面，支持者认为金色降落伞对于吸引和留住能够驾驭复杂商业环境的人才是必要的。在竞争激烈的行业中，公司需要提供有吸引力的薪酬方案来确保最佳人才的到来。一个结构良好的金色降落伞可以为高管提供安心，让他们能够专注于公司的长期目标，而不必担心突然失业。此外，这些协议可以作为对抗敌意收购的保护措施，确保高管不会受到不当压力而违背自己或股东的利益。 然而，金色降落伞的批评者则认为，这可能导致与公司业绩不符的过高薪酬包。当高管无论公司成功与否都能获得可观的赔偿时，这可能会导致他们的利益与股东的利益之间的脱节。这种不协调可能导致决策不当和缺乏问责。此外，在经济困难时期，奢华的金色降落伞协议可能引发公众愤怒，尤其是在员工被裁员或公司财务状况不佳的情况下。 围绕金色降落伞的辩论常常突显了收入不平等和企业伦理的更广泛问题。许多人认为，没有个人应因失败而获得如此巨额的资金，特别是在许多工人面临就业不安全和工资停滞的情况下。因此，一些公司开始修订其高管薪酬方案，使其更加基于绩效，将支付与可衡量的结果挂钩，而不是仅仅保证因离开公司而获得巨额款项。 总之，金色降落伞是一个复杂的话题，引发了双方强烈的意见。虽然它作为吸引顶尖人才和保护高管在动荡时期的工具，但它也提出了关于公平性和问责制的问题。随着商业的不断发展，围绕高管薪酬和金色降落伞在塑造企业领导力格局中的作用的讨论也将继续进行。最终，在奖励高管对其贡献的同时确保股东利益优先之间找到平衡，仍然是全球公司面临的关键挑战。