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1、薪酬管理中的球體理論與實踐（Theoryandpracticeofsphereinsalarymanagement）Becauseoftheinfluenceofplannedeconomyforalongtime,thesalarypatternofChineseenterprisesmostlyhascertainadministrativecolors.Withthedevelopmentofmarketeconomy,especiallyafterjoiningWIO,itmeansChinaw
2、illbeincludedintheorbitofinternationaldevelopment.Differentmodeofproduction,wayoflife,wayoflifeandfullyimpactwehavebeenaccustomedtotheoldrulesofthegameandthemodeofthinking,inthefaceofnewproblemsinthedevelopmentofenterprises,itisnecessarytothedevelopmentt
3、rendofsalarymanagementathomeandabroadhaveaclearunderstandingof.I.AnalysisoftraditionalsalarymanagementmodeInthetraditionalsalarymodel,ChinaandtheWesthavetheirownrepresentatives.Thewestisknownforperformancepay,whileChina,especiallyinstate-ownedenterprises
4、,haslongbeenawagepromotionsystem.Bothofthemhavedifferenthumaneenvironments,andtherearedifferencesintheirdirectionsofencouragement,eachwithitsadvantagesanddisadvantages.Undertheframeworkofneoclassicallaborwagetheory,thewageratedeterminedbytheexternallabor
5、marketequalsthemarginalbenefitoflaborinasingleproductioncycle,whichisequaltothemarginalcostofeffort.Atthispoint,enterprisesneedtoimprovetheirpayleveltomakeupforthemarginalincreaseinthecostofeffortsinordertoobtainhigherlevelsofemployeeefforts.Thiskindofla
6、bormarginalbenefitdeterminesthewagerate,andthesalarysystemistheperformancepaysystem.Itcaneffectivelymotivateemployeestoworkhard,butsuchasystemhasitsownshortcomingsthatcannotberemedied,resultinginitsefficiencydecline.Mainlyintwoaspects:first,themarginalin
7、creaseinthecostofeffort.Employeesupplyhasthefollowingregularity:thehighertheemployee'sefforts,thegreaterthecostofeffort;thehigherthecurrentlevelofeffort,thegreatertheadditionalcostofeffort,thatis,payisalinearfunctionofperformance.Butbecausetheperformance
8、isconcavefunctioneffort,whilethemarginalcosttoincrease,thecostcurvewillbesteeptrend(seeFigure1).So,intheinitialsalarylevelincreases,ontheonehandthecompensationelasticityisgreaterthan1,withthesalarylevel,increasingmarginalu
