{"resolved":true,"match_type":"uuid","source_type":"original_book","book_id":"01d9787f-4c57-445a-9e15-ce10dae3b33e","title":"总体绩效资本主义新精神","author":null,"edition":null,"publisher":null,"year":null,"isbn":"9787513647939","requested_by":"printed_page","book":{"source_type":"original_book","book_id":"01d9787f-4c57-445a-9e15-ce10dae3b33e","id":"01d9787f-4c57-445a-9e15-ce10dae3b33e","uuid":"01d9787f-4c57-445a-9e15-ce10dae3b33e","title":"总体绩效资本主义新精神","normalized_title":"总体绩效资本主义新精神","author":null,"edition":null,"publisher":null,"year":null,"isbn":"9787513647939","isbns":["9787513647939"],"parsed":true,"ai_readable":true,"document_type":"book","page_count":221,"navigation_url":"https://workshop.closeclaw.top/ai/book/01d9787f-4c57-445a-9e15-ce10dae3b33e","title_url":"https://workshop.closeclaw.top/ai/title/%E6%80%BB%E4%BD%93%E7%BB%A9%E6%95%88%E8%B5%84%E6%9C%AC%E4%B8%BB%E4%B9%89%E6%96%B0%E7%B2%BE%E7%A5%9E","fixed_page_url_template":"https://workshop.closeclaw.top/ai/book/01d9787f-4c57-445a-9e15-ce10dae3b33e/page/{printed_page}","path_api_url_template":"https://workshop.closeclaw.top/api/ai/book/01d9787f-4c57-445a-9e15-ce10dae3b33e/page/{printed_page}","read_url":"https://workshop.closeclaw.top/api/ai/read/01d9787f-4c57-445a-9e15-ce10dae3b33e","page_url":"https://workshop.closeclaw.top/api/ai/books/01d9787f-4c57-445a-9e15-ce10dae3b33e/page","search_url":"https://workshop.closeclaw.top/api/ai/books/01d9787f-4c57-445a-9e15-ce10dae3b33e/search"},"page":{"printed_page":105,"pdf_page":114,"physical_index":114,"physical_index_base":0,"printed_page_status":"recognized","page_sha256":"16d8729272e3fdaa964200578249a0c2f654a5db8459f24e052bf10c6d724a6c"},"chapter":"第三章 工作关系的个体化与绩效","content":"监管经济学所定义的工资关系及其监管模式如今让位给了一种后福特主义关系，这种关系的基础是对绩效数据指标的笃信。个人报酬建立在“有差别的边际主义”逻辑上。这种差异边际主义的基础是奖金报酬与“优秀”水平挂钩，这就把个体化与弹性收入画上了等号。\n\n然而，把个人绩效与集体绩效，或者把个人绩效与一个组织的绩效联系起来至少面临一个困难。广泛地，甚至可以说是盲目地、不成熟地将个人绩效作为评估工具使用，在组织层面上反而不利于生产，组织绩效绝对不会等同于个人绩效的总和。但是，这两个概念常常被混为一谈。个人绩效和集体绩效在思想上、理论上与模型设计上的循环，让人以为系统能够运转是由于个人绩效的总和就是集体绩效。\n\n我们可以想象，在某些特定情况下，用这种方式来考虑集体绩效也是合适的。但这种情况需要假设工作任务被设计并且协调得能够避免外部因素的影响。可惜，在大多数情况下，这是不可能的。首先是因为个人理性并不总能产生预期的集体效率。其次是因为系统中可能存在某种不能被分解为个体前途的集体目标，尤其是在保障公众利益的公共机构中。\n\n第三章 工作关系的个体化与绩效\n\n105","previous_page":104,"next_page":106}