extreme wealth Domonkos Angi/Flickr

利润分享经济

伯克利—过去35年中,美国实际工资增长赶不上生产率;对典型的非农员工来说,后者的增长速度是前者的两倍。相反,越来越大的收益比例流入了最顶尖一小撮员工的腰包——他们常常是高管和CEO——或者股东和其他资本拥有者。事实上,收入分布最底层10%的人实际工资下降了余额6%,中位员工的实际工资仅仅增长了5—6%,而最顶尖1%员工的实际工资飙升150%以上。如何遏制这一令人不安的趋势?

一个潜在的解决方案是广泛的利润分享计划。这一计划与职业培训和让员工获得参与解决问题和决策一道,已经证明可以提高雇员参与度和忠诚度、降低跳槽率、提振生产率利润

利润分享也有利于员工。事实上,有包容性利润共享和雇员持股计划的公司,其员工所获得的工资常常显著高于没有这类安排的可比公司。在《财富》杂志100大最佳雇主中,大约一半有某种形式的利润分享或持股计划,其范围不仅包括高管,也包括普通员工。

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