, there is still some resistance to performance-based pay, especially among older workers who are more accustomed to the collectivist culture that supported guaranteed wages and bonuses.Training and DevelopmentIn the past, SOE's in China provide workers with merely basic knowledge training, hoping they would learn the rest on the job. The lack of training and application-based education has resulted in poor quality and high scrap rates. Although firms recognize the need for training, they lack the financial resources, expert trainers, and quality facilities of their Western counterparts. Management training in most SOE’s still focus on memorization rather than action learning approaches.Several methods can be used to satisfy an organizer’s training needs and accomplish its objectives. Some of the more commonly used methods include on-the-job training, job rotation apprenticeship training and classroom training.The most practical training method in SOE’s is on-the-job. On-the-job training shows the employee how to perform the job and allows him or her to do it under the trainer’s supervision. The advantages of on-the –job training are that not much extra cost and special facilities are required, and the new employee does productive work during the learning process .For the SOE's under difficult operation, on-the-job training is no doubt a perfect choice.MotivationIn the SOE’s, employees used to believe in lifetime employment that was terminated only when they reach the legal age for retirement. Today, heavily competed and dramatically restructured SOE's cannot guarantee employment. Ever since the reform of SOE’s, many have been closed down, with 50 million workers laid off.Today, job commitment in China is low, because the SOE's give lower payment compared with joint ventures. Moreover, periodic job changes are viewed as means of obtaining pay raises and promotions.The old work ethic of doing as ...
