In terms of distribution, state-owned enterprises have changed from distribution according to work to distribution according to positions and powers. Under this new distribution method, no matter how much a person contributes, as long as they have more power, the income will be correspondingly higher. At the same time, income disparities will increase, sometimes by several times or even tens. What's even more ridiculous is that those senior managers with an annual salary of millions still rely on the dedication of grassroots employees with a monthly salary of several thousand. This distribution method has led to the encroachment of the interests of the majority of front-line workers by a small number of people.
First, let's look at the problems that this distribution of positions and powers poses to state-owned enterprises. When power becomes the primary basis for distribution, those who wield more power are able to enjoy higher incomes. However, this does not mean that they contribute more to the business. Some senior managers may not be outstanding in their positions, and may even have management errors. However, because they have more power, they earn far more than employees in other positions. This unfair distribution system makes it frustrating and unfair for frontline workers who work hard to create value for the business.
Second, this distribution pattern also affects the incentive mechanism of state-owned enterprises. The model of distribution by position and authority leads to a lack of enthusiasm among top management for the development of the enterprise. Because no matter whether they do well or not, their income can be maintained at a high level, and there is no pressure and motivation to compete for better performance. In contrast, grassroots employees have to fight for their livelihoods and are not rewarded accordingly. This unfair distribution model will make frontline workers resentful and dissatisfied with their work, which will affect the quality and efficiency of work.
In addition, this distribution also increases the level of social inequality. When a few people have too much wealth and power, they are able to control more resources and opportunities, which widens the gap with the average person. The social inequality caused by this huge wealth and power gap will lead to more social contradictions and problems, which will have a negative impact on the stability of society.
To sum up, the current way of distributing positions and powers in state-owned enterprises has brought an unfair and unreasonable situation to the interests of employees. As a result, frontline workers pay more and get less, while top management is overpaid in a power-based distribution model. This gap not only undermines the motivation of enterprises and the motivation of employees, but also exacerbates the problem of social inequality. Therefore, we should re-examine the distribution system of state-owned enterprises, promote the establishment of a more fair and rational distribution mechanism, and realize the true principle of distribution according to work. Only in this way can we ensure that the interests of employees are effectively safeguarded and form a harmonious and stable relationship between enterprises and society.