模式1：期股
Mode 1: Futures
期股是一種通過經營者部份首付、分期還款而擁有企業股份的股權激勵方式，其實行的前提條件是經營者必須購買本企業的相應股份。具體實施過程是：企業貸款給經營者作為其股份投入，經營者對其有所有權、表決權和分紅權。其中所有權是虛擬的，只有把購買期股的貸款還清后才能實際擁有；表決權和分紅權是實在的，但是分得的紅利不能拿走，應按協議用來償還貸款。經營者要想把期股變實，必須努力地將企業經營好，有可供分配的紅利。如果企業經營不善，不僅期股不能變實股，本身的投入都可能虧掉。
Futures stock is an equity incentive method in which the operator owns shares of the enterprise through partial down payment and installment repayment. The prerequisite for its implementation is that the operator must purchase the corresponding shares of the enterprise. The specific implementation process is: the enterprise loans to the operator as its stock investment, and the operator has ownership, voting rights, and dividend rights over it. Among them, ownership is virtual, and only after paying off the loan for purchasing future shares can one actually own it; The voting and dividend rights are real, but the dividends received cannot be taken away and should be used to repay the loan according to the agreement. If the operator wants to turn the futures stock into real, they must strive to manage the enterprise well and have dividends available for distribution. If the enterprise is not well managed, not only can the futures stocks not be converted into real stocks, but its own investment may also be lost.
模式2：股票期權
Mode 2: Stock Options
股票期權是較常用的一種股權激勵模式，也稱認股權證，實際上是一種看漲期權。它是指公司授予激勵對象的一種權利，激勵對象可以在規定的時間內（行權期）以事先確定的價格（行權價）購買一定數量的本公司流通股票（行權）。股票期權只是一種權利，而非義務，持有者在股票價格低于“行權價”時可以放棄這種權利，因而對股票期權持有者沒有風險。此外，股票期權的行權也有時間和數量限制，且需激勵對象自已為行權支出現金。
Stock option is a commonly used equity incentive model, also known as stock warrant, which is actually a call option. It refers to a right granted by the company to the incentive object, who can purchase a certain amount of the company's circulating stocks (exercise) at a predetermined price (exercise price) within a specified time (exercise period). Stock options are only a right, not an obligation, and holders can waive this right when the stock price is lower than the "exercise price", thus posing no risk to the holders of stock options. In addition, the exercise of stock options also has time and quantity restrictions, and the incentive object needs to pay cash for the exercise themselves.
模式3：業績股票
Mode 3: Performance Stocks
業績股票是指在年初確定一個較為合理的業績指標，如果激勵對象到年末時達到預定的目標，則公司授予其一定數量的股票或提取一定的獎勵基金購買公司股票。
Performance stocks refer to the determination of a reasonable performance indicator at the beginning of the year. If the incentive target reaches the predetermined target by the end of the year, the company grants it a certain amount of stocks or withdraws a certain reward fund to purchase company stocks.
業績股票是股權激勵的一種典型模式，主要用于激勵經營者和工作業績有明確的數量指標的業務負責人。同時，它也是我國公司中先得到推廣，且應用較為廣泛的一種激勵模式。
Performance stocks are a typical model of equity incentives, mainly used to motivate managers and business leaders with clear quantitative indicators of job performance. At the same time, it is also the first and widely used incentive model among Chinese companies.
模式4：賬面價值增值權
Mode 4: Book value appreciation right
所謂賬面價值增值權，就是直接拿每股凈資產的增加值來激勵其高管人員、技術骨干等。它不是真正意義上的股票，因此激勵對象并不具有所有權、表決權和配股權。
The so-called book value appreciation right refers to directly using the added value of net assets per share to motivate its executives, technical backbone, etc. It is not a true stock, therefore the incentive object does not have ownership, voting rights, and rights to rights of allotment.
模式5：員工持股計劃
Mode 5: Employee Stock Ownership Plan
員工持股計劃是指由公司內部員工個人出資認購本公司部分股份，并委托公司進行集中管理的產權組織形式。
Employee stock ownership plan refers to a form of property rights organization in which employees within the company subscribe for a portion of the company's shares through personal investment and entrust the company for centralized management.
員工持股計劃核心在于通過員工持股運營，將員工利益與企業前途緊緊聯系在一起，形成一種按勞分配與按資分配相結合的新型利益制衡機制。同時，員工持股后便承擔了一定的投資風險，這就有助于喚起員工的風險意識，激發員工的長期投資行為。由于員工持股不僅使員工對企業運營有了充分的發言權和監督權，而且使員工更關注企業的長期發展，這就為完善科學的決策、經營、管理、監督和分配機制奠定了良好的基礎。
The core of employee stock ownership plans is to closely link employee interests with the future of the enterprise through employee stock ownership operations, forming a new mechanism of balancing benefits that combines distribution according to work and distribution according to capital. At the same time, after employees hold shares, they bear a certain amount of investment risk, which helps to awaken employees' risk awareness and stimulate their long-term investment behavior. Due to employee shareholding, employees not only have sufficient voice and supervision over the operation of the enterprise, but also pay more attention to the long-term development of the enterprise. This lays a solid foundation for improving scientific decision-making, operation, management, supervision, and distribution mechanisms.
模式6：虛擬股票
Mode 6: Virtual Stocks
虛擬股票是指公司授予激勵對象一種虛擬的股票，激勵對象可以據此享受一定數量的分紅權和股價升值收益，但沒有所有權，也沒有表決權，不能轉讓和出售，在離開企業時自動失效。
Virtual stock refers to a type of virtual stock granted by a company to the incentive object. The incentive object can enjoy a certain amount of dividend rights and stock price appreciation benefits based on this, but has no ownership or voting rights, cannot be transferred or sold, and automatically expires when leaving the enterprise.
虛擬股票可以看做是期股的一種變異，因為它借鑒了期股的一些特性和操作方式。比如，它同樣需要公司在計劃實施前與激勵對象簽訂合約，約定授予數量、行權時間和條件等，以明確雙方的權利與義務。但與期股不同的是，在虛擬股票計劃中員工并不擁有在未來按某一固定價格購買公司股票的權利，它僅僅只是一種賬面上虛擬的股票。因此，在本質上，虛擬股票是一種遞延現金支付方式。
Virtual stocks can be seen as a variation of futures stocks, as they draw on some of the characteristics and operating methods of futures stocks. For example, it also requires the company to sign a contract with the incentive target before the implementation of the plan, specifying the number of grants, exercise time, and conditions, in order to clarify the rights and obligations of both parties. However, unlike future stocks, employees in virtual stock plans do not have the right to purchase company stocks at a fixed price in the future, it is only a virtual stock on paper. Therefore, in essence, virtual stocks are a deferred cash payment method.
模式7：股票增值權
Mode 7: Stock Appreciation Rights
股票增值權是指公司授予激勵對象的一種權利，如果公司股價上漲，激勵對象可以通過行權來獲得相應數量的股價升值收益，激勵對象不用為行權付出現金，行權后即可獲得現金或等值的公司股票。
Stock appreciation right refers to a right granted by a company to incentive recipients. If the company's stock price rises, incentive recipients can obtain a corresponding amount of stock appreciation benefits through exercise. Incentive recipients do not need to pay cash for exercise, and can receive cash or equivalent company stock after exercise.
模式8：限制性股票計劃
Mode 8: Restricted Stock Plan
限制性股票是指公司按照預先確定的條件授予激勵對象一定數量的本公司股票，但激勵對象不得隨意處置股票，只有在規定的服務期限后或完成特定業績目標時，才可出售限制性股票并從中獲益。否則，公司有權將免費贈與的限制性股票收回或以激勵對象購買時的價格回購。也就是說，公司將一定數量的限制性股票無償贈與或以較低價格售與公司高管人員，但對其出售這種股票的權利進行限制。
Restricted stock refers to the company granting a certain amount of its own stock to incentive recipients based on predetermined conditions, but incentive recipients are not allowed to dispose of the stock at will. Restricted stock can only be sold and benefited from after the specified service period or when specific performance goals are achieved. Otherwise, the company has the right to reclaim the restricted stock that was given free of charge or repurchase it at the price at which the incentive object purchased it. That is to say, the company will give a certain number of restricted stocks free of charge or sell them to company executives at a lower price, but limit their right to sell such stocks.
模式9：管理層收購
Mode 9: Management Acquisition
管理層收購又稱“經營層融資收購”，是指公司的管理層（個人或集體）利用借貸所融資本購買本公司的股份（或股權），從而改變公司所有者結構、控制權結構和資產結構，實現持股經營。同時，它也是一種極端的股權激勵手段，因為其他激勵手段都是所有者（產權人）對雇員的激勵，而MBO則干脆將激勵的主體與客體合二為一，從而實現了被激勵者與公司利益、股東利益完整的統一。
Management buyout, also known as "management financing buyout", refers to the use of borrowed capital by a company's management (individual or collective) to purchase shares (or equity) of the company, thereby changing the company's owner structure, control structure, and asset structure, and achieving shareholding management. At the same time, it is also an extreme equity incentive method, because other incentive methods are incentives provided by the owner (property owner) to employees, while MBO simply integrates the subject and object of incentives, thereby achieving the complete unity of the interests of the incentivized, the company, and shareholders.
模式10：延期支付
Mode 10: Delayed Payment
延期支付，也稱延期支付計劃，是指公司為激勵對象（管理層）設計一攬子薪酬收入計劃，其中部分年度獎金、股權激勵收入等不在當年發放，而是按當日公司股票市場價格折算成股票數量，存入公司為其單獨設立的延期支付賬戶。在一定期限后，再以公司股票形式或根據期滿時股票市值以現金方式支付給激勵對象。
Delayed payment, also known as deferred payment plan, refers to a package of salary and income plans designed by a company for incentive targets (management). Some annual bonuses, equity incentive income, etc. are not distributed in the current year, but are converted into stock quantities based on the company's stock market price on the day, and deposited into a separate deferred payment account established by the company for them. After a certain period of time, the incentive object will be paid in the form of company stock or in cash based on the market value of the stock at the expiration of the period.
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