請(qǐng)幫我修改論文摘要（中譯英）急用
目前我國(guó)民營(yíng)企業(yè)飛速發(fā)展,但在企業(yè)管理過(guò)程中存在著諸多問(wèn)題,主要表現(xiàn)為民營(yíng)企業(yè)由家族化管理向職業(yè)化管理轉(zhuǎn)軌的問(wèn)題.筆者立足當(dāng)前民營(yíng)企業(yè)管理現(xiàn)狀及存在的問(wèn)題分析了其根源原因,首先闡述了民營(yíng)企業(yè)內(nèi)部治理結(jié)構(gòu)的家族化現(xiàn)象,然后從企業(yè)對(duì)職業(yè)經(jīng)理人激勵(lì)與約束機(jī)制不健全、職業(yè)經(jīng)理人制度建設(shè)的缺陷、私人信任的不足、傳統(tǒng)文化的阻礙等角度分析聘用職業(yè)經(jīng)理人障礙的原因.最后提出了破解家族企業(yè)用人的約束條件,因勢(shì)利導(dǎo)推進(jìn)家族企業(yè)用人制度革新,進(jìn)而提出完善職業(yè)經(jīng)理人激勵(lì)與約束機(jī)制和完善職業(yè)經(jīng)理人市場(chǎng)等方面的促進(jìn)我國(guó)民營(yíng)企業(yè)發(fā)展壯大的對(duì)策.
Preferred that the internal management structure of private enterprises of the phenomenon of the family; and then from the enterprise to professional managers incentive and restraint mechanisms,professional manager system deficiencies,trust between managers and employees is not enough,the traditional culture analysis of obstacles to the employment of professional managers of the reasons for that; Finally,the proposed settlement of family enterprises bound by the conditions of employment,family business to capitalize on the trend to promote the reform of personnel system.At last,the author gives some solutions such as improving the professional managers of the incentive and restraint mechanisms and improving the professional managers of markets to promote development of Chinese private enterprises.