(A) the American model: capital wage labor
According to the legal form, American enterprises can be divided into legal person enterprises and individual proprietorship and partnership enterprises, among which companies play an important role in American social economy. Company income accounts for more than 85% of the total income of all enterprises in the United States; The net profit created by the company accounts for more than 70% of the total net profit of the enterprise; More than 70% of the total number of employees in the United States are company employees. The leadership system of the company consists of shareholders' meeting, board of directors and several committees. The shareholders' meeting is composed of all shareholders or shareholders' representatives, and is the highest decision-making body for the company's management and shareholders' interests. Its status is higher than that of the board of directors and committees. The establishment, election and appointment of the board of directors and committees shall be decided by the shareholders' meeting, and major decisions made by the board of directors involving the company shall be implemented after approval by the shareholders' meeting. The board of directors is elected by the general meeting of shareholders and represents the interests of all shareholders. It is a permanent decision-making body that manages the company's finances internally and conducts activities in the name of the company externally. Although the equity distribution of American companies is increasingly dispersed, the directors of the company still own a large number of shares and control the company.
In order to improve the efficiency of the company's leadership system, American companies mainly take the following forms in employee participation in decision-making: ① Workers' shareholding system. Laborers buy or distribute shares of their companies and become shareholders of the company, thus having the right to participate in management and enjoy the right of residual claim; (2) Labor Committee. The labor committee is generally composed of 8~ 12 people, half of whom are appointed by the enterprise management department and the other half are from the trade union, so as to make up for the defects that the shareholders' meeting represents the shareholders' rights and interests, and the board of directors pays attention to the interests of enterprises, while the anorectum and organizations concerned about the interests of employees are lacking. ③ Collective bargaining between employers and employees. On behalf of trade union members, trade unions negotiate and sign collective contracts with employers on workers' working rights, employment conditions, profit sharing, pension investment and production policies.
The property right structure of American enterprises is a typical "collective property right structure", which realizes the separation of "residual claim right" from "management decision right" and "power to supervise other factors" Although the role of human capital property rights in surplus sharing has been paid more and more attention, American companies use various forms of employee participation in decision-making as a balancing force to ease labor-capital conflicts, protect employees' interests, and give play to their creativity and work enthusiasm. But generally speaking, the decision-making power and management right of an enterprise belong to the capital owner, and capital plays a decisive role in the distribution of surplus achievements, which has the characteristics of capital employment.
(b) The Yugoslav model: workers' autonomy-labor dominates capital.
The Yugoslav Constitution [3] stipulates that all enterprises that employ more than five workers must become socialized enterprises and implement workers' autonomy. This morning's socialized enterprise means that no individual can own a business. The employees in an enterprise are only entrusted by society to manage the enterprise, not the owners of enterprise assets. The highest authority of an enterprise is the employee self-government committee, which is composed of representatives elected by the employees of the enterprise. The number of delegates varies from 15 to 120 according to the enterprise scale. The Workers' Autonomous Committee is responsible for formulating basic policies, and its executive body is the Workers' Management Committee. Direct election management Committee of small enterprise employees. In both cases, the management committee, together with government officials and trade union representatives, appoints a business manager. The manager is responsible for the daily management and is supervised by the management committee. The manager's term of office is generally 4 years and can be re-elected. When there is a manager vacancy, we must openly recruit and encourage competition. But according to the researcher's conclusion, in fact, government officials, party organizations and trade unions have a decisive influence on the appointment of managers. Many managers themselves are selected from party member.
This kind of enterprise property right structure in Yugoslavia actually makes the ultimate property right completely vague, and the definition of property right is limited to actual control right and residual sharing right. The goal of employee autonomous enterprises is to maximize per capita income, and enterprises pay attention to the pursuit of short-term benefits, and the investment motivation, especially self-accumulation motivation, is seriously insufficient. Employee-autonomous enterprises, because labor dominates capital, deny the legitimate influence of enterprise means of production (enterprise material capital or enterprise financial capital) on income distribution, which makes the income difference of employees under different production conditions expand on the one hand, and the expansion of this difference can not motivate employees to improve their labor enthusiasm; On the other hand, it also makes people ignore the use efficiency of production materials (material capital) and reduces the efficiency of resource allocation.
Although the Yugoslav model ended in failure, the practice of workers' autonomy, joint possession of means of production and direct combination of workers and means of production still has guiding significance. From the perspective of enterprise property right structure, it is not feasible to take the other extreme-labor control capital to mobilize the enthusiasm of workers and improve the efficiency of enterprises. We must give full play to the advantages of human resources and means of production (material capital).
(C) German model: labor cooperation, * * * decision-making.
As early as 195 1, the Federal Republic of Germany enacted the law on the participation of employees in the decision-making of the supervisory board and the board of directors of mining and steel enterprises, that is, the Law on the Participation of Coal and Steel in Decision-making. According to the law, the board of supervisors of joint-stock enterprises in these two departments should be composed of representatives of employers and employees equally. 1972 promulgated the Enterprise Organization Law, which stipulates that all private enterprises employing more than five adult employees must directly elect an enterprise employee committee, which deals with employers on behalf of employees' interests. For welfare affairs, functional committees have the right to participate in decision-making; Regarding personnel planning and personnel work, the Committee enjoys the right to know, to make suggestions and to participate in part. Enterprises with more than 100 employees should set up an economic Committee, whose task is to discuss economic issues with the factory and report to the functional Committee.
The three elements of enterprise management specialty are the first. Obviously, the first element of management is the goal, the management concept emphasizes performance, and the non-management concept emphasizes the goal.
Second, management must be within the scope of the organization. A person walking in the desert, once he doesn't belong to any organization, there is no problem in management, unless he also calls his own management management management. Therefore, management is inseparable from the organization, and only the organization needs management, which is determined by the specific goals and the scarcity of resources. Any goal is achieved under the condition of limited people and resources. If the goal is determined, it needs management. If the goal does not exist, it does not need management.
Thirdly, it is always the focus of management to formulate people's activities and rules of the game in the organization, such as encouragement, restraint and punishment. The purpose of manager's behavior is to achieve the goal as quickly and accurately as possible with the most effective and economical resources.