Action filed by Company Member Diploma thesis Action filed by Company Member is focused on analysis of the problematic areas concerning action by a member followed by a suggestion of possible solutions to such issues. The thesis is also focused on alternative mechanisms inside the company and consideration concerning the (non-)usage of the institute in practice. The first chapter defines the nature and objectives of the action by a member. Subsequently concrete types of occurrence are briefly defined and the institute is put into historic connection with the rules stated in Act No. 513/1991 Coll., the Commercial Code. The second chapter focuses on analysis of the main problematic areas of the institute. The thesis focuses on problems concerning active legitimation and its consequences when it is lost during the proceedings. Chapter also deals with the issues concerning representation of the company during the proceedings and the loss of the right to represent the company. The duty to pay judicial fees and expenses of the legal representation (attorney's expenses) or the issues concerning limitation period are also important. The chapter discusses the influence of the reflective loss, which is stated in Section 213 of the Act No. 89/2012 Coll., the Civil Code. The third chapter deals with the...

高階主管薪酬計畫與股權結構是解決公司代理問題的重要機制，代理理論提出以績效決定酬勞的制度，可提供高階主管努力誘因，促使股東與高階主管之間的目標一致；同時股權結構也會影響高階主管的努力，進而對公司的。故本研究旨在探討我國上市公司股權集中度、酬勞計畫與公司經營績效之關係，並利用模式推導相關的命題與假說。 本研究利用混合迴歸就四年度主管薪酬資料加以分析，Scheffe檢定檢驗高階主管的持股比例與薪酬計畫的關係，實證結果整理如下： 1.董事長持股比例與薪酬無關，總經理持股比例與薪酬有關。 2.公司價值與董事會持股比例呈非線性的關係。 3.機構投資人偏向效率監督假說。 4.總經理薪酬計畫中的項目比薪酬水準的高低重要。 5.公司經營績效與高階主管薪酬呈正相關。 / In agency theory, executive compensation contracts and ownership structures provide primary mechanisms for solving agency problems. Top executive compensation linked to performance can align the incentives of firms' top executive with firms'stockholder. Ownership structure can influce the effort of the top executive. The main purpose of this study is to examine the relationship among top executive compensation　scheme, ownership structure and firm performance for listed companies in Taiwan, and use modelling to develop related propositions and hypotheses. Pooling regressions using four years' pool data and Scheffe test are performed to test hypothese, Empirical results are summarized as follows: 1.The holdings of chairman has nothing to do with the level of compsation and that of CEO has something to do with. 2.The non-linear relationship between firm value and holdings of board of directors. 3.The role of institution tends to be efficinet monitoring hypothesis. 4.Incentive component of CEO compensation scheme tends to be more important than level of that sheme. 5.Firm performance is positively associated with top executive's cash compensation.

本論文採文獻分析，亦於理論中釐清組織層面的核心能力與個人層面的核心能力。多數學者認為組織的核心能力為替組織創造競爭優勢的特殊技能或科技，創造利益，也塑造企業文化與價值觀。核心能力的確為具體化組織願景的工具，其運用乃將具備適當技能的適當的人，置其於適當的職位。而落實至個人層次則涵括了個人的基本特質，包括知識、態度、技能和價值，於其工作情境中的超卓表現。而且有效工作表現的模型必須是個人能力、工作需求與組織環境三者的交集區間。然應用在公部高階行政人員的甄補與訓練中，則以美、加、英、澳、紐五國的實施作為探討的對象，依高階行政人員、實施背景、甄補過程、與核心能力內容等四個主要面向作介紹，於最後一章歸結為數種相同的能力，以及給予我國的啟示與建議。 / Fist part of this thesis is separated into two dimensions--organizational core competency and individual core competency. we have to clarify the difference between two, though core competency does realize the vision of organization. The significance of core competency is arrange the right person with right competencies on the right position. Only those in the range of individual competencies, job needs, and organizational environment are core competencies, and do make superior performance. And then introduce the application in the recruitment and training in senior service in 5 countries-United States, Canada, United Kingdom, Australia, and New Zealand. In these two chapters, we discuss them from the definitions, backgrounds, recruitment procedures, and contents. And the final of this thesis sum up those profiles, suggests to our government.