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近年来,国企高管薪酬已成为引人注目的一个社会话题。全球金融危机蔓延,我国企业效益出现不同程度的下滑,而国企高管照旧享受天价薪酬,这引起民众的极大争议。在市场经济发达的西方国家,其大型企业尤其是上市公司普遍对高管实行薪酬激励,且激励措施大都是由企业董事会自行决定的,不受政府的干预。我国企业在进行市场化改革进程中所推行的国企高管薪酬制度,基本上是从国外舶来的。和西方国家企业不同的是,我国国有企业的市场化竞争并未充分展开,许多国企高管的选拔并不完全是通过市场来进行的。无视中国国情,盲目照搬国外的薪酬
In recent years, SOE pay has become a noticeable social issue. The spread of the global financial crisis, the decline in the effectiveness of China’s enterprises to varying degrees, while executives of state-owned enterprises still enjoy the sky-high pay, which caused great public controversy. In the western developed countries, the large enterprises, especially the listed companies, generally implement executive compensation incentive. The incentive measures are mostly decided by the board of directors of the enterprise independently from the government. The salary system of senior executives in state-owned enterprises, which was practiced in the process of marketization reform in our country, basically came from abroad. Different from western countries, the marketization of state-owned enterprises in our country is not fully developed. The selection of senior executives in many state-owned enterprises is not entirely through the market. Ignoring China’s national conditions, blindly copy the remuneration of foreign countries