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最近我们对我市16户商业企业的工效挂钩情况进行了调查,发现这些企业四年(1987～1990)来,实现利润下降11％,而工资总额却增长89％,工资总额的增长大大超过经济效益的增长,导致工资基金增长过快的主要原因是:(1)工效挂钩没有同承包经营责任制相结合,多数企业的挂钩效益基数低于承包效益基数;(2)企业经济效益下降时,按工效挂钩办法规定,工资总额要相应下浮(下限为20％),而有的企业实际上不但没有下浮,相反还净增很多;(3)工效挂钩办法原规定增人不增资,而实际上是增人、增资、不增效益,其中复员退伍军人、军队转业干部等增加的工资,超过了政策范围。(4)工资总额基数,效益基数实行环比法,导致不合理的滚动增加。(5)有的企业浮动工资两年后转为固定工资再浮动,即使企业经济效益大幅度下降,甚至变成亏损企业,而浮动工资不变。有的企业的浮动工资按职务拉开档次,企业领导一次浮动2级,中层干部浮动1.5级,一般职工浮动1级。以此类推,若干年后,企业如何承受得了。而且企业领导与职工的工资收入差距越来越大,必然形成新的分配
Recently, we investigated the ergonomics of 16 commercial enterprises in our city and found that for four years (1987 to 1990), these enterprises realized a 11% drop in profits and a total wage increase of 89%, and their total wage increases far outpaced the economy The main reasons that lead to the rapid growth of the wage fund are: (1) the ergonomic linkage is not combined with the responsibility system of the contractual management, and the base of the benefit linked to the majority of enterprises is lower than that of the contractual benefit; (2) when the economic efficiency of the enterprise declines, According to the stipulation of the work-based pegged method, the total wage will have to go down correspondingly (the lower limit is 20%). In fact, some enterprises actually not only did not float downward but also increased their net inflows sharply. (3) It is an increase of people, increase of capital, and no increase of benefits. The increased salaries of demobilized veterans and military demobilized cadres exceed the scope of the policy. (4) The gross salary base and the efficiency base implemented the ring ratio method, which led to the increase of irrational rolling. (5) Floating wages of some enterprises have shifted to fixed ones and floating again two years later. Even though the economic efficiency of enterprises has dropped drastically, they have even become loss-making enterprises while the floating wages remain unchanged. Floating wages of some enterprises opened their jobs by grade, leading a floating enterprise level 2, middle-level cadres floating 1.5, general staff floating 1 level. And so on, a few years later, how companies can afford it. Moreover, the wage gap between business leaders and workers is getting bigger and bigger, which inevitably leads to new distribution