Research On The Incentive Mechanism Of Executives Of State-owned Enterprises In My Country

The issue of the incentive mechanism for executives is the key to the further deepening of reforms and sustained and stable development of state-owned enterprises.The reform and development of state-owned enterprises are essential to consolidate the socialist economic foundation of socialism with Chinese characteristics,maintain social stability,promote economic development,and realize the Two Centenary Goals.Meanwhile,the reform has important theoretical and practical significance.Since the 18 th CPC National Congress in 2012,the nation has proposed a series of reforms in the field of deepening the income distribution of state-owned enterprises.The issue of incentives for executives has once again become a focus issues in academic circles and the public.The incentive mechanism of state-owned enterprise executives is not only general,but also special.Its generality lies in the fact that executives,as special human capital,need a market-competitive incentive mechanism to fully stimulate their entrepreneurial talents.At the same time,its particularity lies in the fact that state-owned enterprise executives play two roles —— "Senior managers" and "party management cadres".For this view of special executive group,how to establish a suitable incentive system arrangement is the core of solving the problem of the incentive mechanism of state-owned enterprise executives.The study is based on the perspective of Marxist political economy,combined with the theory of income distribution and incentive mechanism,starting from the reform practice of socialist state-owned enterprises with Chinese characteristics,by studying the development history of state-owned enterprise income distribution reform,and studying the incentives of executives from the perspective of large incentive mechanisms.Regarding the issue of mechanism,It explores and studies the incentive and restraint mechanism of state-owned enterprises from a more comprehensive perspective,and puts forward the theoretical framework of the incentive mechanism of state-owned enterprise executives.Through a comprehensive analysis of the reform process of the income distribution system of the country's state-owned enterprises at various stages,the system analysis method is used to summarize and study the incentive mechanism of state-owned enterprises from the perspective of history and reality,and focus on government control and classification in the field of state-owned enterprise executive incentive mechanism.Three aspects of management and non-material incentives.Conducted in-depth research on the incentive effects of state-owned enterprise executives under government control and differentiated incentive mechanisms under the framework of state-owned enterprise classified management,analyzed the necessity of medium and long run incentive mechanisms for state-owned enterprises to improve incentive and restraint mechanisms and proposed senior executives.The issue of the relationship between material incentives and non-material incentives,demonstrate the importance of strengthening the party's leadership in improving the incentive mechanism of state-owned enterprise executives,and try to build an incentive mechanism for state-owned enterprise executives under the framework of the socialist system with Chinese characteristics to optimize and improve executives The incentive mechanism provides reference.Through studying the influence of government control on the incentive mechanism of state-owned enterprise executives,it is found that for a long time,state-owned enterprises have been regarded as an extension of government management departments,and to a certain extent they have undertaken many social and public functions with the attributes of government departments.The attribute of public ownership of data also determines that the government's control over state-owned enterprises is natural,leading to long-standing problems such as the non-separation of state-owned enterprises between government and enterprises,and rigid incentive mechanisms.However,under the conditions of a socialist market economy,the market plays a decisive role in the allocation of resources,which inevitably requires state-owned enterprises to become the main players in market competition,and the government must transform its functions to better play its role.The salary control of state-owned enterprises must also fully comply with the market and the basis of law.Under the general background of the classification reform of state-owned enterprises,by studying the theoretical and practical basis of the classification reform of state-owned enterprises,it is discussed that state-owned enterprises implement differentiated incentive mechanisms based on the classification management of the state-owned enterprises according to the status of senior management and the nature of the enterprise.Combining the dual identities of senior executives,differentiated incentive measures are implemented for the senior executives selected by the organization and the professional managers generated by the market mechanism.According to the different nature and category of state-owned enterprises,different incentive mechanisms are constructed for the senior executives of public welfare state-owned enterprises and commercially competitive state-owned enterprises.At the same time,actively try to promote the medium and long-term incentive mechanism for senior executives,and combine the management behavior of senior executives with the company's long-term interests to form a state-owned enterprise interest community.Because of the special status and status of the executives of state-owned enterprises,combined with incentive theory,the effectiveness of non-material incentives for the executives of state-owned enterprises is studied.It pointed out the important role of non-material incentives for the senior executives of state-owned enterprises by proposing the irregular problems of state-owned enterprises with invisible income exceeding the standard,such as excessive job consumption.By building a career incentive platform,giving honor incentives and power incentives,entrepreneurial incentives etc.,the core is to meet the higher-level needs of senior executives through career development incentives,expand the selection of promotion channels,and upgrade the original salary incentive mechanism to a large The concept of incentive mechanism,and at the same time by strengthening the leadership of the party,further improve the restraint and accountability mechanism of senior management.The research results show that the reform and development of state-owned enterprises must be based on the adherence and improvement of the basic socialist economic system and the mixed ownership reform of the common development of multiple ownership systems,and the optimization of the executive incentive mechanism reform must be based on the overall perspective of the reform and development of state-owned enterprises.The people-centered development concept ensures that the people share the results of reform and development,re-examine the incentive mechanism of state-owned enterprise executive compensation,build a large incentive system,promote the reform of the incentive system by classification,reasonably determine the level and structure of executive compensation,and improve incentives Supporting systems,establish and improve a long-term incentive mechanism for state-owned enterprise executives,form a market-competitive and effective government management incentive,restraint,and exit mechanism,and form state-owned enterprise executives with high and low skills An effective mechanism that can enter and exit,and pay equal attention to rewards and punishments,fully stimulates the vitality of executive human capital.The research in this paper further expands the theoretical framework of the incentive mechanism of state-owned enterprise executives,provides theoretical and data support for optimizing and perfecting the incentives of state-owned enterprise executives,sorts out and summarizes the experience and practices of relevant foreign companies,and provides an incentive mechanism for state-owned enterprise executives in the country.Reform practice provides reference,experiences and also provides theoretical reference for relevant departments to formulate incentive mechanism policies for executives.