高级管理学122

2012/11/22西安交通大学万迪昉高级管理学1《高级管理学》AdvancedManagementStudies第二讲西安交通大学管理学院万迪昉2012/11/22高级管理学西安交大万迪昉2Seminar和Presentation的要求（P2-3adaptedfromHumphreysandLearmonth‟snote）以问题为导向的研究性学习CriticallyEvaluateimpliesanexplicituseoftheoryfromacademicliteratureSoanswersneedtobemorethanjustyourpersonalopinion–explicitlyapplyideasfromacademicpapers–boththosementionedinthesessionsandothersfoundindependentlyTrick–toseelinksbetween„big‟theoreticalideasandthedetailedquestionsset2012/11/22高级管理学西安交大万迪昉3Seminar和Presentation的组织Presentationtime≤6minutes+1.5minutes‟askandanswer,10present./aseminarEssaysandpresentationsthatgethighmarksusuallycitearangeofsourcesinsideandoutsidethosewehavegivenyou.Plagiarismwarning:Donotcopyfromothersources(includingwebsites)withoutcitingthesource.2012/11/22高级管理学西安交大万迪昉4Essay撰写要点问题导向式的分析1、问题的提出（视角，初步价值判断）2、问题的实证分析：相关理论及方法的应用（参照系，分析工具）；结合具体状况的分析。3、解决相关问题的思路和建议（规范分析）为何选这三个事件评论？主要围绕中观组织与宏观环境、微观行为的互动：富士康新生代员工管理与经济转型CEO去留中国企业发展的思维定势“不差钱”品牌定位与价值创造（新）均隐含激励、协调及创新的问题2012/11/22西安交通大学万迪昉高级管理学5生产函数与综合要素生产率Cobb-Douglas生产函数：2012/11/22西安交通大学万迪昉高级管理学6生产与消费函数2012/11/22西安交通大学万迪昉高级管理学7富士康：新生代员工管理与经济转型富士康的管理：回到“摩登时代”（对激励的思考）郭台铭的军事化、高压政策（对协调的思考）从代工等低附加值生产到产业升级转型内生互动的“新SCP”分析，新生代员工特征及管理问题分析与三位一体解决行为经济学观点：认同、礼物交换，薪酬等激励成本不能简单控制成本、风险与收益：潜在的机会成本，道德风险，主观风险与客观风险。2012/11/22西安交通大学万迪昉高级管理学82012/11/22高级管理学西安交大万迪昉9薪酬与内部劳动市场：员工激励的经验研究（P9-18mainlyreferencefromCamerer’sOrganizationDesign,2004）竞争性薪酬流动性/Allworkers&firmsthesame(e.g.非技术工人被炒鱿鱼，高技术工人跳槽)工人边际收入产品的衡量/Marginalrevenueproductofaworker(MRP)iseasilymeasured？市场工资=竞争性工资/MRP=Marketwag=CompetitivewagesIfwagestoolow,workersquit&firmsraisewageIfwagestoohigh,firmslosemoneyandgobankrupt以不熟练劳动者或非技术性工种为基准2012/11/22高级管理学西安交大万迪昉10薪酬的影响因素分析技能和报酬差异歧视：Controllingforhumancapital,workersofdifferenttypesmightbetreateddifferentlyduetoethnicity,gender,religionorotherobservablefactors.提薪的压力：Whenworkershavelong-termrelationshipswithcompanies,wagesmaygoupevenMRPgoesdown工资压缩：WorkerswhohavewidelydifferentMRP‟shavesimilarwages(i.e.wagesarestatistically“compressed”,wage-MRPtooflat).不同行业工资差异：Controllingforskill,educationandothervariables,peoplearepaiddifferentamountsfortheverysamejobdependingontheindustrytheyarein(e.g.legalsecretariesathigh-pricedlawfirmsearnmorethangovernmentsecretaries).内部劳动力市场：Hardtoenter(referralsareimportant);firmaccumulatesinformationaboutskill&fit;wagesareoftentiedtopromotions;oftenhavetournamentsgift-exchange&efficiencywages2012/11/22高级管理学西安交大万迪昉11薪酬基本模型与技能和各种专门补偿相关的工资方程式/Paydependsonskills&compensatingdifferentials：W(it)=a+b*age(it)+c*education(i)+d*grades(i)+e*skill(it)+f*danger(it)+g*fun(it)+h*Race(i)+k*Female(i)+m*(jobtenure)+n*(industry)+e(it)实践中决定工资的主要因素/Inpractice…omittedvariablessoweestimateW(it)=a+b*age(it)+c*education(i)+h*race(i)+k*Female(i)+e*(it)ResidualisunobservedhumancapitalGeneralhumancapital:Language,computerskills,friendliness,meanness…Firm-specifichumancapital:Knowingpeople,specializedcustomers,“culture”…Isthisreallylarge?(Orisitinventedtoexplainupward-slopingwageprofiles?)为何需要专门的补偿/CompensatingdifferentialsNegative:Safety(valueofalife,taxinightpremium),health(mines),“combatpay”(highmalpracticemedicine,teachingMBAs)Positive:Fun(interninginTV/radio),volunteering($=0),…Otherexamples?2012/11/22高级管理学西安交大万迪昉12薪酬中来自教育收益的估计(be)Appeartobelarge,country-specific…(Isthereanupwardbiasinmeasurement?)2012/11/22高级管理学西安交大万迪昉13提薪的压力随着生产率增速的减缓，工资总是呈增长趋势/Typicalwageprofileisalwaysincreasingbutproductivityslowsdown.资历对薪酬的影响/Seniorityandpay,i.e.inwageequation,age+jobtenurecoefficients+减薪会导致离职/Workerstakepaycutstoquit名义增长/Nominalincreases(“inflationisadean‟sbestfriend”):moneyillusion?Why?保护企业人力资本投资/Tiesworkerstothefirmtoprotectfirm’sinvestmentingeneral&firm-specifichumancapital(expensiveforworkers)企业为员工储蓄/Firms“save”onbehalfofworkers.职业生涯关注/“Careerconcerns”–incentivetoworkhardtoproveyourvalueearlyon(“facetime”etc)带薪休假/Academictenure:Why?E.g.taking9-monthprof.salaryin12-monthpayments逃避责任的代价/Costlytoshirkattheendlayingoffolder(“overpaid”)workersbreachessocialcontract(e.g.1980sdownsizing&LBOs)?2012/11/22高级管理学西安交大万迪昉14提薪的压力随着工作任期的延长，工资增幅加速，边际产品价值（vmp）变动平缓(fromLazearSafeliteautoglassstudy)2012/11/22高级管理学西安交大万迪昉15工资压缩相对于可测度生产率变动和差异，工资的稳定性/Wagecompression:WagestypicallyflatterthanorrelativetomeasurableproductivitydifferencesWhy?人们对相对收入的体验/Status:Peoplelikebeingpaidmore,dislikebeingpaidlessInterindustrywagedifferentials—Persistentdifferentialsacrossindustriesfor(virtually)identicalwork,e.g.ajanitorwhomopsfloorsearnmoreatafancylawfirm.Why:“Local”socialcomparisonlocalwagecompressionindustrydifferentials减少寻租的影响成本/Influencecosts:Underpaidworkersbugmanagement绩效测算的难度/Measurementerror(MRPis*very*hardtomeasure).Exception:InprofessionswhereMRPiseasytomeasure(sports,sales,markettrading)lesswagecompression难测度领域的非工资补偿/Nonwagecompensationonlessvisibledimensions2012/11/22高级管理学西安交大万迪昉16工资压缩研究例某特定员工相关分布及均值估计，左图为产出分布，右图为薪酬分布：2012/11/22高级管理学西安交大万迪昉17内部劳动力市场(ILM)劳动力市场内化/Manylabormarketsare“internal”便于晋升与选拔/Promotion/searchfromwithin形成将工作需求与公司价