implementingESop,revealstheimportantroleofESopinmotivatinghuawei\\u0027semployeesandtherisksandchallengesitfaces,andprovidesreferenceforothernon-listedpaniesinimplementingESop.AlthoughtheanalysisofthisbusinessReviewisobjectiveandprehensive,westillneedtomentonthesignificanceofESopandfutureresearchstatementsofthepanytakinghuaweiasanexample,andeupwithrelevantsolutionsandmethods.(chawes,2021).

    deepeningthereformofinedistributionsystemisanimportantstartofesop.

    Inaword,ESopcanmotivateemployees,butforsomeenterprises,forcingemployeestobuyequitythroughequaldistributionisboundtobecounterproductive,resultinginthelossoftalents.Firstofall,theemployeestockownershipratioshouldbefairandreasonable.Everyoneshouldnotbeequal,andcertaintypesofpeopleshouldnotbebiasedtomakethemholdahigherproportion.Second,employeestockownershipshouldbedynamicandchanging,notfixed.Iftheshareholdingratioiskeptfixed,itwillnotmotivateallemployeeseffectivelyinthelongrun.Finally,whiledesigningareasonableperformanceappraisalsystem,weshouldfurtherestablishandimprovetheincentivemechanismforemployeesandthesupervisionandmanagementincentivemechanism,andtimelyfindanddealwiththeproblemsexistingintheimplementationprocess,soastoensurethefairnessandreliabilityoftheemployeeincentivesystem.(chawes,2021).

    theimplementationofESopshouldconformtothecurrentsituationandadjusttheincentivemechanismintime.butpartofthefundsofaprivateenterprisewithhuaweifundinggapisbig,sotheenterpriseshouldcorrectlyunderstandtheirownfinancialstrength,reasonabledesignofdistributionsystemandtheproportionofshares,basedonperformanceappraisalresults,forexample,foreachemployeetodifferentiatetheirshareholdingproportion,avoidbecauseofinsufficientfundsandmaketheequityincentivesystemendedinfailure.Inaddition,agoodequitymanagementsystemenvironmentisastrongguaranteeforthesmoothimplementationoftheESopsystem,enterprisesshouldalsoestablishandstrictlyimplementtheincentivemechanismandriskcontrolsupervisionmechanism,toprovideguaranteefortheeffectiveimplementationoftheESopsystem.(mYanetal.,2020).