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长期以来不合理的激励机制一直困扰着我国国有企业的发展。随着“59岁现象”的频频出现和短期激励不尽如人意,人们越来越关注经营者为企业带来的长期利益,因而对长期激励手段的需求也日益迫切。近年来在西方应用最广泛的激励手段之一是经营者股票期权。本文对经营者股票期权制引入我国国有企业后所面临的问题进行了分析,提出现阶段不宜在国企大面积推行经营者股票期权制,并给出逐步完善内外部条件的相应对策。
For a long time unreasonable incentive mechanism has plagued the development of China’s state-owned enterprises. With the “59-year-old phenomenon” frequent and short-term incentives are not satisfactory, people are increasingly concerned about the operator’s long-term interests for the enterprise, so the demand for long-term incentives is also increasingly urgent. One of the most widely used incentives in the West in recent years is the operator stock options. This paper analyzes the problems facing the stock option system of managers when they are introduced into the state-owned enterprises in our country and puts forward that it is not suitable to implement the stock option system for managers in a large area of state-owned enterprises at this stage, and gives corresponding countermeasures to gradually improve internal and external conditions.