当前,尽管不少企业在不同程度上进行了分配制度改革,但却存在一些问题,一是人人有份的均幅增长,类似福利性补贴,这实际上是回避矛盾,助长了新的平均主义,失去了工资分配的激励作用;二是笼统的岗位差别,没有具体的责任目标和考核标准,这样既不能起到奖勤罚懒的作用,还形成新的矛盾,影响到企业团队精神的发挥;三是责任目标单一,类似计件工资或者单项奖金,造成片面追求数量,不讲质量和成本的短 At present, although many enterprises carry out the distribution system reform to varying degrees, there are still some problems. First, the average growth rate per person, similar to welfare subsidies, actually avoids the contradictions and contributes to the new average Doctrine, lost the incentive role of wage distribution; second is the general job differences, there is no specific responsibility goals and assessment standards, so can not play the role of reward and punishment lazy, but also the formation of new conflicts affect the team spirit Play; Third, the responsibility of a single target, similar piece rates or individual bonuses, resulting in one-sided pursuit of quantity, without regard to the quality and cost of the short