Equity incentive scheme has the potential to improve employees' job satisfaction, loyalty and work incentive level. In order to make motivation a reality, employees need to experience the feeling of being masters of their own affairs psychologically. In other words, employees not only own financial shares, but also need to know the company's operating conditions regularly and have the opportunity to exert influence on the company's operation. When these conditions are met, employees will be more satisfied with their work and actively do a good job.
According to the survey, 90% of the top 500 companies in the United States implement employee stock ownership, and 90% of listed companies in the United States implement employee stock ownership plan. Compared with non-employee-owned enterprises, employee-owned enterprises have higher labor productivity 1/3, higher profits by 50% and higher employee income by 25%~60%. Employee stock ownership plan is a system, and different stock ownership forms can be designed for different objects to achieve the goal. Employee stock ownership plan can motivate employees to work hard, attract talents and improve the competitiveness of enterprises. At the same time, it is also a "golden handcuffs", which plays the role of retaining people. In addition, the management should grasp the driving force of enterprise innovation, adopt internationally accepted measures such as technology shareholding and profit commission, and achieve a high degree of consistency between personal value and enterprise value through a fair distribution system, so that employees can feel that creativity has been rewarded. Only by straightening out the distribution relationship can employees concentrate on their work, give play to their creativity and initiative, and truly realize the * * * development of individuals and enterprises.
Wages and bonuses are the most basic means to motivate employees to work, and they are also the basis in the reward system. The suggestion of adopting incentive schemes and the short-term benefits that these schemes can bring seem to solve the problem. But the fact is that at this stage, many employees in enterprises are not satisfied with obtaining such short-term benefits, and they need long-term incentive schemes. This is what we often call the option incentive scheme, which increases the cohesion of enterprises in the form of dividend rights and equity. Shanghai Pudong Volkswagen's employee stock ownership plan is particularly typical.
[case study]
Shanghai Pudong Volkswagen Taxi Co., Ltd., as the first joint-stock enterprise in China taxi industry, was founded by Shanghai Volkswagen Taxi Company (later transformed into a joint-stock company), Shanghai Gas Sales Co., Ltd. and Shanghai Pudong Branch of Bank of Communications. The company was established on February 24th, 199 1 1993, and officially listed on the Shanghai Stock Exchange on March 4th, 1993.
The total share capital of Shanghai Pudong Volkswagen Taxi Co., Ltd. is 258,967,800 shares, of which 65,438+065,438+05,090 shares are tradable, accounting for 44.44% of the total share capital. The total assets are 7,654,380,000 yuan, and there are no external liabilities. The annual operating income is 65.438+0.9 billion yuan, and the total annual profit is 65.438+0.9 billion yuan (data comes from financial data of 654.38+0.997).
As one of the backbone enterprises in the passenger transport industry in Pudong New Area, the company currently owns more than 1000 taxis. The company's main business includes automobile passenger transport, automobile parts sales, business consulting and real estate development.
Subordinate enterprises include Shanghai Pudong Volkswagen Taxi Accessories Company, Shanghai Pudong Real Estate Development Co., Ltd., Shanghai Pudong Volkswagen Transportation Co., Ltd., Shanghai Join-Cheer Trade and Transportation Co., Ltd., Shanghai Join-Cheer Trade Industry Company, Shanghai Pudong Volkswagen Fast Food Company, Shanghai Pudong Volkswagen Long-distance Passenger Transport Company and Shanghai Fafa Taxi Company.
1September 1997 18, Shanghai Pudong Volkswagen Taxi Co., Ltd. held the employee stock ownership meeting and the first shareholders' meeting, which marked the official operation of the employee stock ownership in Pudong shareholders' meeting.
Shanghai Volkswagen Enterprise Management Co., Ltd. acquired 26 million legal person shares of Pudong Volkswagen through equity transfer at the price of 4.3 yuan per share, holding 20.08% of the total share capital of Pudong Volkswagen, becoming the largest shareholder of Pudong Volkswagen and having the management right of Pudong Volkswagen. Therefore, the employee stock ownership of Pudong Volkswagen will directly hold 90% equity of Shanghai Volkswagen Enterprise Management Co., Ltd. and indirectly hold 20.08% equity of Pudong Volkswagen. Holding shares will have an indirect impact on Pudong Volkswagen through Shanghai Volkswagen Enterprise Management Co., Ltd.
[Skillful touch of gold]
As an incentive means, equity incentive is suitable for knowledge-intensive enterprises with insufficient resources. At different stages of enterprise development, the share used for equity incentive is different: there are many start-ups, few mature enterprises, many enterprises without brands and few enterprises with brand appeal.
Compared with ordinary employees, equity incentives have a more obvious effect on the top management of enterprises, because they no longer put pure financial incentives in the first place, and perhaps value "the enterprise is a part of me" more, and value this kind of enterprise autonomy and decision-making power. If it is an ordinary employee, the shares given are already very few, so it is better to give more than 200 directly every month.