论文部分内容阅读
要搞好国有企业 ,就要按现代企业制度的要求建立有效的激励和约束机制 ,这既是当前国企改革急需解决的关键性问题 ,又是不能一踟而就需不断探索的难题。本文分析了国企经营者任用管理中存在的问题 ,论述了建立健全国企经营者激励约束机制的必要性。认为目前搞活国有企业需要一大批优秀的企业经营者 ,但也有一些国企经营者缺乏进取精神 ,在市场竞争中力不从心 ,有的甚至滑向了犯罪的深渊 ,于是有了“59岁现象”和“穷庙富方丈”之说 ,而优秀人才脱颖而出的机制还没有健全。对国企经营者存在着监督约束不力和激励不够的问题 ,导致效率低下 ,干好干坏一个样 ,使得国企经营者既无生存的压力 ,也没有发展的动力 ,并导致国有资产大量流失 ,迫切需要抓紧按现代企业制度的要求建立激励约束机制来规范。本文还就建立健全激励约束机制结合目前我国国企的现实 ,提出了意见。
To do a good job in state-owned enterprises, effective incentive and restraint mechanisms must be established in accordance with the requirements of the modern enterprise system. This is not only the key issue that needs to be resolved urgently in the reform of state-owned enterprises, but also the difficult problem that can not be solved overnight. This paper analyzes the problems existing in the appointment and management of SOE managers, and discusses the necessity of establishing a sound SOE incentive and restraint mechanism. They think that at present, a large number of excellent business operators are needed to invigorate the state-owned enterprises. However, some state-owned enterprise operators lack the entrepreneurial spirit, they are unable to compete in the market and some even slide into the abyss of crime. Thus, with the “59-year-old phenomenon” and “ Poor Temple abbot, ”said, and outstanding talent stand out from the mechanism is not perfect. The problems of ineffective supervision and inadequate incentives for state-owned enterprise managers resulted in inefficiencies and doing a good job in a variety of ways. As a result, SOE managers neither had the pressure to survive nor did they develop, resulting in a drastic loss of state-owned assets. Need to pay close attention to the requirements of the modern enterprise system to establish incentive and restraint mechanisms to regulate. This article also put forward opinions on establishing and perfecting the incentive and restraint mechanism combined with the current reality of China’s state-owned enterprises.