偏好决定人力资本治理方法（国外英文资料）.docVIP

偏好决定人力资源管理方式（国外英文资料） Traditional economics assumptions: about personal preferences among our incentive mechanism, are you going to let a person to assume the greater the risk, the more he needs to get compensation. In traditional economics, our basic assumption is the income, the better, the less work, the better, as defined by the work on economics is loss of freedom, that is to say, you want to be with a certain rules of behavior, rather than to act according to their own interest. These simple assumptions have implications for our real work: First, wages must rise as the workload increases. Second, the higher the income, the higher the incentive costs. For everyone, the higher the income level, the harder it is to mobilize his motivation. Third, there is a risk of uncertainty, and people are afraid of risk. So, in our incentive system, the greater the risk you have to take on someone, the more compensation you will need to get. This time we how to implement human resource management is very interesting, especially those who are afraid of risk if be put on the position of the commission, and relatively risk are not afraid of people were on the position of the fixed income, the prescribed period of both are the same, this is a mistake of the allocation of resources, which makes your average salary must be higher; If you have less those who are afraid of risk on the work income volatility is larger, more those who are afraid of risk on the relatively fixed income, the average salary for your enterprise level can come down. These things combine to look at a new business, and his wage system is different from an old one. A new business is at an entrepreneurial stage, with a particularly high risk, and even an ordinary worker, who cannot keep the flood. If you go to MOTOROLA, IBM company, you are an employee, then you have how many wage income, roughly 99.99% of probability, you will not get the salary, and in the emerging enterprises, face greater risks of enterprise