A Study On The Reward Mechanism To Senior-ranking Administrative Personnels Of The Joint-stock Companies

The reward mechanism to senior-ranking administrative personals in China and Foreign joint-stock companies were studied in this article on the basis of the current situation. According to the modern enterprise reward theories and methods, the needs of the high-ranking administrative staff in the joint-stock companies were regards as the basic point of rewards, and the structure of reward mechanism and reward measures were regarded as the object of study, and the reward mechanism to the senior-ranking administrative personnels were deeply and systematically studied by means of techniques and methods such as referring to documents, database on the internet, comparative analyzing, and the combination of theoretic analyzing and case researching. The whole article include the following four sections.Section I: The reward mechanism to senior-ranking administrative personnels in China and Foreign joint-stock companies were compared, and its gain and loss in operation were analyzed in this section based on three aspects including salary reward mechanism and spirit reward mechanism and restrain mechanism. Moreover, this section also revealed problems about the reward mechanism to senior-ranking administrative personnels and its causes, and some enlightenment was drawn from it.Section II: This section explored the structure of the reward mechanismmand the constitution of senior-ranking administrative personnels in the joint-stock companies based on deeply and systematically studying of the content of reward mechanism. The main contents of reward mechanism to senior-ranking administrative personals in the joint-stock companies were expounded based on the basic point of needs of senior-ranking administrative personals and the platform of modern rewarding theory. When drawing up the reward mechanism to senior-ranking administrative personnels, it deserved to be mentioned that the joint-stock companies should scientifically compose forms of reward to ensure an integrated reward mechanism system and its feasibility, and constitute scientific and reasonable salary system and spirit reward system and restrain system to insure the validity of reward mechanism.Section III: Based on analyzing the reformation situation about the reward mechanism to the senior-ranking administrative personals of S-corporation, this section was focused on analyzing and evaluating the reformation plan about salary system, and revealing the success of the reformation plan and the field which deserve improvement.Section IV: According to the above analysis, this section put forward some contructiv ideas and measures in order to improve the reward mechanism to senior-stock companies. Meanwhile, this section analyzed how to build up a reasonable and effective salary system, and discussed how to design a basic idea of the spirit reward mechanism to senior-ranking administrative personnels, and expounded the main forms of perfect restrain mechanism and the basic measures about structure of governing the corporation organization. In order to make the reward mechanism to the senior-ranking administrative personals more effective, it was encouraged that some joint-stock companies try to run MBO, and the others should turn into the pioneer of MBO.