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惠普拆分的利弊與潛在風(fēng)險(xiǎn)

惠普拆分的利弊與潛在風(fēng)險(xiǎn)

Eleanor Bloxham 2014年10月11日
惠普拆分是朝著正確的方向前進(jìn),但兩家新公司可能不會(huì)具備現(xiàn)任CEO梅格?惠特曼所希望的靈活性。并且,從治理結(jié)構(gòu)上來說,兩家新公司的方案非?;闹嚒?

????周一,惠普(Hewlett-Packard)宣布將拆分成兩家上市公司:惠普企業(yè)公司(Hewlett-Packard Enterprise)與惠普公司(HP Inc)。此舉有潛在的好處,但也會(huì)帶來許多問題。

????公司規(guī)模過于龐大,會(huì)造成管理困難,這將對(duì)社會(huì)造成不利影響。今年早些時(shí)候,美國(guó)聯(lián)邦存款保險(xiǎn)公司(FDIC)副董事長(zhǎng)湯姆?霍尼格告訴我,他依然擔(dān)心美國(guó)最大的銀行仍過于龐大,危機(jī)重重。但太大的公司對(duì)社會(huì)造成的傷害,并不限于金融服務(wù)性公司,也不只是正常的反壟斷定價(jià)方面的問題。

????如果大公司利用其集中的權(quán)力在政治領(lǐng)域支配民眾,或恣意控制個(gè)人數(shù)據(jù)與隱私,這樣的公司對(duì)于社會(huì)是危險(xiǎn)的。此外,大公司也會(huì)造成其他危害,因?yàn)樗麄兊亩聲?huì)與高層的生活圈子與員工截然不同,因此,對(duì)于普通員工每天的努力,他們?nèi)鄙偻硇?,而這會(huì)成為一種令人遺憾的趨勢(shì)。董事會(huì)開始認(rèn)為員工只是可供他們“開采”的資源,而不是與他們一樣的人,結(jié)果整個(gè)社會(huì)因此受到損害。

????在彭博社(Bloomberg)近期的一系列報(bào)道中,梅根?麥克阿德聲稱,提高員工薪酬的好處并沒有想象的那么多。令人震驚的是,麥克阿德竟然忘記了,食不果腹和居無定所帶來的壓力會(huì)降低員工的積極性和工作效率,并且會(huì)造成更高的員工流失率。她也沒有考慮提高最低收入員工的工資,所帶來的更廣泛的經(jīng)濟(jì)倍增效果。此外,麥克阿德提出了一條有趣的論據(jù),她認(rèn)為In-N-Out漢堡(In-N-Out Burger)的員工得到的待遇優(yōu)于麥當(dāng)勞(McDonald’s),與公司的規(guī)模有很大關(guān)系。我不確定她的說法是否正確,但可以確定的一點(diǎn)是,更小的公司能夠給高層管理者提供了解員工日常生活的機(jī)會(huì);上下級(jí)之間的親近關(guān)系,使得公司更難不近人情地對(duì)待員工,雖然這樣的情況不可能完全消除。

????On Monday, Hewlett-Packard announced that it plans to split itself into two public companies: Hewlett-Packard Enterprise and HP Inc. The move has potential benefits and problems.

????Companies that are too big to manage are detrimental to society. Earlier this year, FDIC Vice-Chair Tom Hoenig told me that he continues to be concerned that the largest banks in the U.S. remain too large and risky. But the harm to society from companies that are too big goes far beyond financial services firms or even normal anti-trust pricing concerns.

????Large companies can be dangerous when they use concentrated power to overrule citizens in the political arena and when they exercise unbridled control over individuals’ data and privacy. Massive companies can also create other hazards because their boards and top managers live in spheres so different from their workers that the absence of empathy for the normal daily struggles can become an unfortunate epidemic. Boards begin to think about employees as resources to exploit rather than human beings like themselves, and society suffers because of that.

????In a recent series for Bloomberg, Megan McArdle argued that the benefits of paying workers more are less than you may think. Astonishingly, McArdle forgets that the stress of empty stomachs and homelessness can render employees vulnerable to lower engagement and productivity and higher turnover. She also failed to consider the broader economic multiplier benefits of higher wages for the lowest paid workers. That aside, McArdle makes an interesting argument that part of the reason employees are treated better at In-N-Out Burger versus McDonald’s has to do with companies’ size. I’m not sure she’s completely right about that, but certainly smaller firms offer more opportunity for top managers to understand the daily lives of their staff; proximity makes it more difficult, although not impossible, to treat employees inhumanely.

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