漫谈年薪制

随着国有企业改革改制的不断深入和现代企业运行机制的逐步建立，“年薪制”已不可避免地提上国企改革的桌面。毫无疑问，实行年薪制，是建立健全经营管理者激励和约束机制的一个重要内容，是一种现代的经营理念。但作为正处于改制过程中的我国国有大型企业，真正建立起有效、合理、科学的激励与约束制度，实施好年薪制，却是前景美好，而道路曲折。 　　——从我国国有企业经营者激励与约束机制的现状来看。一方面 ,存在着激励不足 ,经营者的报酬普遍偏低。据有关调查 ,1998年国有企业经营者月收入 3000元以上的仅为 7.6％， 1001～ 3000元…     

试行经营者的年薪制

作为一种工资分配激励机制和约束机制的经营者年薪制，越来越为人们所关注。许多地方政府和集团公司，都在积极探索实行年薪制的办法。进行年薪制改革是国家今年工资改革重点之一时，也是整个"九五"时期工资工作的重要内容。国家有关部门制定的《国有企业经营者年薪制试点方案》，正指导着试点企业运作。电力企业要建立现代企业制度，也有必要进行"年薪制"这种分配办法的试点改革。现结合电力企业本身特点，就电力企业中推行年薪制改革进行探讨。年薪制能给我们带来什么经营者年薪制是以企业的一个生产经营周期，即以年度为单位确定经营者的…     

关于经营者年薪制的观点综述

年薪制作为企业经营者分配体制改革的一个重要方案,引起了企业界和理论界的广泛讨论。现将其主要观点综述如下：一、我国企业经营者实行年强制的必要性和可行性在实行年薪制的必要性问题上,有人认为,对企业经营者实行年薪制,是建立现代企业制度的一大举措,也是建立社会主义市场经济体制的客观需要。现由是：（）年薪制是对经营者特殊劳动（即复杂劳动、无限劳动和风险劳动）价值的承认。（2）年薪制是对经营者按行政级别分配制度的重大改革。门）年薪制是对企业内平均主义分配的突破,是理顺企业内部分配关系的切入口。饲）年薪制能极…     

年薪制的困惑

所谓年薪制,就是根据企业类别。经营规模、经营业绩等因素确定经营者基本报酬,并付给风险收人的一种特殊工资制度。其目的是对企业的经营决策层形成一种风险激励机制、自我约束机制。推行年薪制,是为适应建立‘产权明晰、权责明确、政企分开、管理科学”的现代企业制度的客观要求,进一步明确各权能主体的责权利关系而孕育产生的。它是在社会主义商品经济条件下,对经营者特殊劳动的经济承认,有利于调动经营者的积极性。吸引优秀人才投身于企业经营、提高经营效益。正因为推行年薪制在一定程度上较好地体现了国家、集体和经营者三者之间…     

建立经营者激励机制和约束机制

《中共中央关于制定国民经济和社会发展第十个五年计划建议》中指出：在新的历史条件下，要深化对劳动和劳动价值理论的认识。建立健全收入分配的激励机制和约束机制。对企业领导人和科技骨干实行年薪制和股权、期权试点。本文对如何建立经营者激励机制和约束机制，提出了六条建议，可供电力企业在改革、改组、改造过程中参考。     

深化企业财会改革 适应现代企业制度的建立(续二)

二、适应建立现代企业制度的财会改革初探因此，围绕贯彻现代企业制度，我们进行了财务改革的探索。5、建立资本机制，对子公司实行资产经营实行资产经营，是现代企业发展的必然趋势。一是企业的经营目的就是以其法人财产为投资者创造最大利润；二是由于企业经营领域的拓展，实现集团化跨国经营，也要求现代企业以资产为纽带，实行资产经营。使资源配置由非市场化向市场化转变，使资本机制在资源配置中发挥应面的作用。近年，在资本的生成矾制、约束机制、组合机制、增值机制方面进行尝试，以实现国有资产保值增值。1993年，公司实行了精干…     

怎样看待国企经理年薪制?

近几年来，国有企业实行年薪制的试验时断时续，对此项分配制度的评价也是时高时低。那么，我们应该怎样看待国企的经理年薪制？我们应否在国企实行这一分配制度？这都是改革实践迫切要求回答的问题。以我之见，在国企实行经理年薪制既有必要性，又有优越性。下面，笔者拟从理论层面，就这一问题进行初步研究和探讨，意在促进人们对经理年薪制的观念的转变，为早日在国有企业实施这一分配制度做理论上的准备c国企实行经理年薪制具有必要性在现代企业制度中，这三种身份的人是普遍存在着的c这就是所有者、经营者和劳动者。所有者是现代企业的…     

谈企业科技开发人员的工资激励

本文阐述了按生产要素的作用，分析了影响知识劳动价格的因素。提出了企业科技开发人员实行年薪制的主张。     

试谈对经营者实行年薪制

试谈对经营者实行年薪制兖州矿业（集团）公司唐村实业公司王昭文按照现代企业制度的要求，企业经营管理责任者应该对出资者承担资产保值增值并对企业生产经营活动负主要责任。国有资产的所有者是国家，企业经营者就要代表国家的利益。因此，为了适应社会主义市场经济和建...     

深化分配制度改革，建立激励制约机制

国有大中型企业改革正在不断深化，如何进行有效的收入分配制度改革和建立适当的激励制约机制，进一步提高企业的经济效益，是继续深化企业内部改革所面临的问题。本文拟就深化企业收入分配制度改革和建立激励制约机制问题，进行分析、探讨。 　　一、当前企业深化分配制度改革的主要方式 从目前的情况看，推行现代企业制度以来，国企深化分配制度改革主要有以下几种形式： 　　1.年薪制。所谓年薪制，是指以企业一个生产经营周期即年度为单位，确定经营者的基本报酬，并视其经营成果，浮动发放风险收入的工资制度。目前在企业中实行经营者…     

One Hundred Years of British Minimum Wage Legislation

The Trade Boards Act 1909 was a landmark in the development of minimum wage regulation in Britain and around the world. Although their powers were limited, the trade boards had immediate and tangible effects in terms of raising living standards, and over time they became a core part of the system of state support for collective wage determination. While influential overseas, the wages councils (as the trade boards became after 1945) were eventually seen as providing only a partial solution to the problem of low pay. In the 1980s, their powers were reduced under the influence of deregulatory labour market policies, prior to their abolition in 1993. The British national minimum wage ('NMW'), which was introduced in 1998, despite appearances, is not a universal national minimum of the kind which the Webbs and other Fabian writers argued for a century ago. Notwithstanding a growing consensus that the supposed negative economic effects of the minimum wage have not been borne out by the experience of the NMW, public policy has yet to take fully on board its potential benefits, including the reduction of social costs and the promotion of social partnership.     

How to distinguish innovative suppliers? Identifying innovative suppliers as new task for purchasing

For companies operating under unfavorable macroeconomic conditions, such as high wage/high tax countries in central Europe, innovation has become a central theme for survival. If there is one thing that has changed in innovation management during the last decade, it is the growing reliance on external sources of technology. As a consequence, a new task for purchasing arises, as firms need to understand which suppliers actually do have high potential contributing to the innovativeness of the firm and which do not. This paper focuses on the conceptual basis and derives propositions on the nature of innovative suppliers: specialized, technically competent firms, located in the proximity of the buyer, being embedded in a trusted and intensive relationship are identified as having a higher probability to be the core innovative suppliers. These criteria can serve to refine strategic sourcing decisions and improve communication between engineering and purchasing professionals.     

粮食主产区构建现代农业支撑体系问题研究——以河南省为例

本文以河南省为例探讨了我国粮食主产区构建现代农业支撑体系的问题与对策。河南省发展现代农业存在着农业基础设施薄弱、科技拉动能力不强、农业从业人员整体素质偏低和农业产业结构不合理等问题。河南省发展现代农业需要建立起包括科技支撑、人力资本支撑、资金支撑、组织支撑、市场支撑及政策支撑在内的现代农业支撑体系。河南省构建现代农业支撑体系的对策主要有:立足于工业化、城镇化和农业现代化协调发展,构造河南省农业政策体系;以培育产地批发市场为基础,建立现代农产品市场体系;推进农民合作经济组织创建和市场发育,完善现代农业组织体系;创新体制机制,完善现代要素供给体系。     

Firm‐Level Collective Bargaining and Wages in Greece: A Quantile Decomposition Analysis

This article analyzes the effect of firm‐level contracting on the wage structure in the Greek private sector. Using a matched employer–employee dataset for 2006, unconditional quantile regressions and relevant decomposition methods, we identify a wage premium associated with firm‐level contracting, which follows a hump‐shaped profile across the wage distribution. Further, the wage differential between workers under firm‐level and broader‐level collective agreements can be primarily attributed to the differences in the regime‐specific wage setting structure, for those below the median of the unconditional wage distribution, and to differences in worker and firm‐specific characteristics for those in the upper tail.     

重组改制后石油物资供应部门实施标准监督的有效模式

指出重组改制后，在石油物资供应部门实施标准监督已成为当务之急，应建立一套有效模式：建立完善的实施标准监督机构，提高全员的标准化意识，建立物资技术标准、管理标准、工作标准“三位一体”的监督体系，开展行之有效的标准化监督检查活动。     

Tax Progression under Collective Wage Bargaining and Individual Effort Determination

We study the impact of tax policy on wage negotiations, workers’ effort, employment, output, and welfare under imperfectly observable effort. A higher degree of tax progression always leads to wage moderation, but the well‐established result from the wage bargaining literature that a revenue‐neutral increase in the degree of tax progression is good for employment does not carry over to the case with wage negotiations and imperfectly observable effort. Introducing tax progression increases employment and output, but we cannot rule out that the negative effort effect of increasing tax progression will lead employment to fall when tax progression is already high.     

剖析有差别计件工资制的作用机理

有差别计件工资制历经一百多年的发展,仍有着强大的生命力。本文试图从经济学和管理学的领域剖析有差别计件工资制的作用机理,阐明这种计酬方式的现实意义。     

Firm‐Size Wage Gaps along the Formal‐Informal Divide: Theory and Evidence

Observationally equivalent workers are paid higher wages in larger firms. This fact is often called the “firm‐size wage gap” and is regarded as a key empirical puzzle. Using microlevel data from Turkey, we document a new stylized fact: The firm‐size wage gap is more pronounced for informal (unregistered) jobs than for formal (registered) jobs. To explain this fact, we develop a two‐stage wage‐posting game with market imperfections and segmented markets, the solution to which produces wages as a function of firm size in a well‐defined subgame‐perfect equilibrium. The model proposes two explanations. First, taxes on formal employment generate a wedge between formal and informal size wage gaps. Thus, government policy can potentially affect the magnitude of the firm‐size wage gaps. The second explanation features a market‐based framework with strategic interactions. Relative to small firms, large firms typically post higher wages for both formal and informal jobs. A high‐wage formal job attracts a larger pool of applicants than a high‐wage informal job. The larger pool of applicants for the formal job, in turn, allows the firm to somewhat lower the initial wage offer, while this second‐round effect is negligible for informal jobs. As a result, size differentials are lower in formal jobs than informal jobs. We argue that the observed patterns in the use of social connections in job search and heterogeneity in job preferences can be used to justify the validity of this second mechanism.     

Profit‐Sharing and Wages: An Empirical Analysis Using French Data between 2000 and 2007

Economic theory presents different arguments about how profit‐sharing may affect wages. First, profit‐sharing may substitute for the base wage. Second, profit‐sharing can be interpreted as an ‘efficiency wage’ that adds to the base wage and increases total compensation. The existing empirical literature has not determined which of these arguments is valid. This article attempts to address this issue for France between 2000 and 2007. Based on a difference‐in‐differences selection model, we show that bonuses in firms adopting profit‐sharing are too small to conclude whether it substitutes for or complements the base wage. While base wage levels are generally higher among profit‐sharing firms, changes in the base wage over this period are lower among firms that have had profit‐sharing for a number of years.     

Excess Depreciation and the Maximum Tax*

The advantages of using an accelerated form of depreciation are significantly reduced for investors with substantial wage incomes. Excess depreciation is treated as a tax preference item under current tax rules which has the effect of imposing significant tax penalties on the high wage income individual who invests in rental property and who qualifies for the maximum tax on personal service income. Under certain circumstances accelerated depreciation methods may be inferior to the straight-line method. The explanation for this phenomenon lies in the interaction between tax preference income and the maximum tax.