国有企业转变的三个命题

The Transformation of State owned Enterprises: Three Propositions

在起源并形成于政治过程的社会主义工业关系的制度框架下 ,国有企业演化出一种特殊的社会关系结构。这种以“铁饭碗”和工作场所福利制为核心内容的制度结构使管理者从来没有能够有效地控制和协调生产过程。这是导致国有企业管理能力长期欠发达的根本原因 ,也是其转变的直接障碍。在从计划到市场的过渡中 ,国有企业的改造需要一个独立的组织转变过程 ,而转变的根本标志是实现对生产过程的管理控制。基于把管理型式和组织形式识别为决定企业经济绩效的关键变量 ,本文认为 ,企业组织转变的起点是从操作层次上做起的管理和组织变化 ,而不是产权改革。因此 ,国家没有必要简单地放弃国有企业 。

he institutional framework of socialist industrial relations, which originated from and took shape within the political process, gave rise to a particular structure of social relations within enterprises. This structure, which included a system of permanent employment and social provisions through the work unit, has prevented managers from gaining effective control over and effectively coordinating the production process. This is the basic reason for the underdevelopment of managerial capacity in the socialist economy, and constitutes a direct obstacle to the transformation of state owned enterprises. In the transition from a planned to a market economy, the transformation of state owned enterprises requires an independent process of organizational change. The key to such a transformation is the realization of managerial control over the production process. Since management structure and organizational form are the key variables determining the economic performance of an enterprise, the author argues that the starting point for the transformation of state owned enterprises is the transformation of the modes of management and organization at the operational level, and not property rights reform. The state should therefore not simply abandon state owned enterprises, but should facilitate institutional changes that will help achieve managerial control over the production process at the enterprise level.