Analysis on the rationality of Competition and Fairness in the wage Market

With the market competition of enterprisesRevvracingplaytoearnAs a new type of incentive, shareholding salary has been paid more and more attention by more and more enterprises. Shareholding salary, that is, employees participate in the profit distribution of the company by holding shares of the company, so as to achieve the common development of the company and employees. So, in the current market competition environment, whether the shareholding salary is fair and reasonable? This paper will discuss it from different angles.

I. the influence of market competition on the salary of shareholding

In the fierce market competition, enterprises need to constantly innovate and improve efficiency in order to maintain competitive advantage. As an incentive mechanism, shareholding salary can effectively stimulate the enthusiasm and creativity of employees, so as to improve the competitiveness of enterprises. From this point of view, the shareholding salary is reasonable to a certain extent.

Second, the relationship between shareholding salary and employee fairness.

The shareholding salary makes the employees become the shareholders of the enterprise, and the interests of the employees are closely combined with the interests of the enterprise. Employees can share the growth of the enterprise through their own efforts, which reflects fairness to a certain extent. However, the shareholding salary may also lead to the widening of the internal income gap, and there may be great differences in the shareholding ratio and dividend income of employees with different positions and different contributions. Therefore, in the implementation of shareholding wages, enterprises need to fully consider the fairness of employees.

Third, the analysis of the rationality of the shareholding salary

The shareholding wage system not only promotes the development of enterprises, but also provides a certain degree of protection for the rights and interests of employees. As shareholders, employees can participate in the decision-making of the enterprise and have more understanding and voice in the operation of the enterprise. In addition, the shareholding salary helps to retain excellent employees, improve employee loyalty and enterprise cohesion. Therefore, from the perspective of the long-term development of the enterprise, the shareholding salary has a certain rationality.

IV. The implementation strategy of the shareholding wage system

In order to ensure the fairness and rationality of the shareholding wage system, enterprises should pay attention to the following strategies in the process of implementation:

Implement the strategy and take specific measures to reasonably set the shareholding ratio according to the employee's position, working years, performance and other factors, reasonably distribute the shareholding ratio to avoid excessive income gap. To improve the incentive mechanism, in addition to the shareholding salary, enterprises should also implement other incentive measures, such as bonuses and promotion opportunities, in order to fully mobilize the enthusiasm of employees. To strengthen information disclosure, enterprises should disclose financial statements, operating conditions and other information in a timely manner to ensure employees' understanding of the enterprise and improve their trust in the shareholding wage system.

To sum up, the shareholding wage system has a certain fairness and rationality in the current market competition environment. However, in the process of implementation, enterprises need to fully consider the rights and interests of employees and formulate reasonable strategies to ensure the sustainable development of the shareholding wage system.