一、国企经营者激励机制建设的现状1、激励不足和相关制度建设的滞后已引起重视,并已经将经营者的激励机制建设纳入国企改革的范围。应当指出,激励不足和激励制度滞后已存在相当长的时期,并随着社会主义市场经济体制的确立和国企改革的进一步深化,才得以突出地显露,经营者“打短工”现象比较普遍,企业经营决策中的冒进行为、任人唯亲行为均与激励不足和约束不当相关。2、激励方式以物质激励为主,精神激励为辅,二者互为补充,相互促进。这个特点符合国企的实际情况。长期以来,经营者激励不足,主要体现为物质激励不足。企业经营者的收入绝对额与相对水平偏 I. Status Quo of State-owned Enterprise Managers' Incentive Mechanism 1. Inadequacy of incentives and the lag in the construction of relevant systems have drawn great attention. And the construction of incentive mechanism for managers has been incorporated into the scope of SOE reform. It should be pointed out that the problem of under-incentives and the lag of incentives has existed for quite some time. With the establishment of the socialist market economic system and further deepening of state-owned enterprise reform, it has been prominently revealed that the phenomena of “short-working by workers” are relatively common among enterprises. Enterprises Adulteration in business decision-making, cronyism are related to inadequate incentives and improper constraints. 2, Incentives to the main material incentives, supplemented by spiritual stimulation, the two complement each other and promote each other. This feature is in line with the actual situation of state-owned enterprises. For a long time, managers lack of motivation, mainly reflected in the lack of material incentives. The absolute amount and relative level of income of business operators