经理人的短视影响管理方式从而拖累全球经济的增长

2014-10-15 14:18:30来源：可可英语

　　Another academic, William Lazonick, has shown how in recent years many large US corporateshave been spending more than their total profits on dividends and share buybacks, leavingprecious little for investment or employees. And in The Road to Recovery, City economistAndrew Smithers, hardly a rabid lefty, argues that the recession is not cyclical but structural,and it is caused by the misallocation of investment resources brought about by bonuses andincentives. For Smithers, dismantling the bonus culture that misdirects managers’ investmentdecisions is the single most important task for economic and social policy today.

　　另一位学者威廉•莱宗尼克(William Lazonick)则指出，近年来，美国许多大公司在派息和股票回购上的支出超过它们的总利润，使得它们能够用在投资和员工上的资金少之又少。伦敦金融城经济学家安德鲁•史密瑟斯(Andrew Smithers)在《走向复苏之路》(The Road to Recovery)一书中提出，这场衰退不是周期性的，而是结构性的，其诱因是奖金和激励机制导致的投资资源配置不当。在史密瑟斯看来，废除误导经理人投资决策的奖金文化，是当今经济和社会政策的最重要任务。

　　If this is the case then, the management innovation that is needed will not come from hot newcommunication and co-ordinating technologies (such as big data, the internet of things orsocial media). In fact, the reverse. In today’s financialised world, these are more likely to beused to accentuate the job-stripping, winner-takes-all trend already seen with previoustechniques like outsourcing and offshoring.

　　如果是这样，我们需要的管理方式创新将不会来自热门的新通讯和合作技术(比如大数据、物联网或社交媒体)。事实上，恰恰相反。在当今的金融化世界里，这些技术更有可能被用于加快削减工作岗位、赢者通吃的趋势，就像之前的外包和在海外设厂等手段那样。

　　As Straub writes: “Instead of liberating the creative and innovative energy of employees [ ... ] blind processes and rigid hierarchies still hold them down. In effect, the emergence of aTaylorism of a sort in non-manufacturing business operations has been enabled by digitaltechnology.”

　　如斯特劳布所写的：“员工的创造力和创新热情仍然没有得到释放……盲目的流程和僵硬的层级制度仍然束缚着他们。事实上，数字技术使得某种泰勒主义在非制造业企业运营中出现。”

　　As the reference to Frederick Winslow Taylor’s “scientific management” project suggests,managers are still building mass-production organisations fit for the early 20th century, basedon hierarchy, standardisation and compliance, rather than flexible, human-centred outfits inwhich technology is not a threat but a partner of both employees and customers.

　　正如提及弗雷德里克•温斯洛•泰勒(Frederick Winslow Taylor)的“科学管理”项目所显示的，经理人仍然在构建适合20世纪早期的那种以层级制度、标准化和服从为基础的大规模生产组织，而不是那种灵活、以人为本、让技术成为员工和客户的伙伴而非威胁的组织。

本文关键字: 经理人的短视影响管理方式