How far are we from becoming rich together ? - some reflection on theory and practice of egalitarianism 对平等主义理论与实践的一些思考
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The maoist state preached egalitarianism and relied on the loyalty of workers and peasants 毛的国家主张平等主义和依靠工人农民的忠诚。
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The dissolution of a centre : hierarchy and egalitarianism of temples meeting festival in a north china area 一个华北乡村庙会中的平权与等级
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Despite its brutal beginnings , the city s mixture of pragmatic egalitarianism and plain indifference has transformed it into a thriving multicultural society 墨尔本是维多利亚的首府，是澳洲的第二大城市。
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And scandinavia ' s egalitarianism might work less well in places with more diverse populations and less competent teachers 这样，斯堪的纳维亚的“人人平等主义”在面对越来越多不同种族的人群和老师越来越弱的竞争力时，也许不会那么奏效了。
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We used to practise egalitarianism , with everyone " eating from the same big pot " . in fact , that practice meant common backwardness and poverty , which caused us much suffering 过去搞平均主义，吃“大锅饭” ，实际上是共同落后，共同贫穷，我们就是吃了这个亏。
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Just a moment , aim at the justice problem , a vigorous contestation was launched among the egalitarianism representative by rawls and rights thesis representative by nozick and communitarianism representative by maclntyre 一时间，就公正问题，以罗尔斯为代表的平等主义公正思想与以诺齐克为代表的权利论公正思想以及以麦金太尔等人为代表的社群主义公正思想之间展开了激烈的论争。
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This thesis pays key attention to the achievements the reform of position - pay has attained , such as pay factor became more competitive ; carrying out of a series of distributing system and matched management system standardizes the pay system , promotes the openness of distribution system ; the formation of position - based pay system strengthens the all basic works , pushes forward the development of human resources ; forms the adjustable system of pay and inner competitive , flexible system , etc . however , there are a lot of inadequacy existing in the position - pay system of bayi corporation , the basic work of position - pay system is still not solid ; performance appraisal system is not sound ; performance wages go only with decrease but no increase , which became the new egalitarianism and hard to motivate the zeal of employee 本文重点分析了岗薪制改革取得的成效，如薪酬竞争力有了很大的提高；一系列相关分配制度和配套管理制度的实施，规范了薪酬的管理，提高了分配制度的透明度；形成了以岗位为根本的薪酬体系，加强了各项基础工作，推动了人力资源的开发；形成了薪酬的可调节机制和内部竞争、流动机制等。但是，八钢公司的岗薪制体系也存在很多不足，如岗薪工资的基础工作仍不扎实；绩效考核体系不健全；绩效工资只减不加，成为新的“大锅饭” ，难以调动职工的积极性等。
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According to the relative knowledge of encouraging theory that i have learnt , by practical investigation and study and multiple analysis , 1 think that the problem of encouraging and restraint mechanism for enterprise lower managers are : no1 . as for achievement examination , the goal setting is not reasonable , distort the function of encouraging mechanism ; no2 . egalitarianism is universal and it damage the principle of distribution system that according to working result ; no3 本文运用相关激励理论知识，通过实际调研，进行综合分析，认为企业在基层管理者激励与约束机制上存在的问题是：第一，在绩效考核上，目标设定不合理，扭曲激励机制的作用；第二，平均主义现象普遍存在，破坏了按劳分配原则；第三，短期激励明显，缺乏长期激励；第四，重物质激励，轻精神激励；第五，约束上属内部约束，很难形成有效的监督与制衡。
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Even though professional skill personnel staff ( it is below except for the style of writing necessaries and all abbreviate technical personnel ) the significance lifts increasingly , it be living much state - owned enterprises . since traditional viewpoint effect of history reason and egalitarianism , how effectively inspire technical personnel in order to bring into play the target service problem that such latent energy is the realization business , and have not arouse enough value ample of business 但是，尽管专业技术人员(以下除行文需要外，均简称技术人员)的重要性日益提高，但在许多国有企业，由于历史原因和平均主义的传统观念影响，对如何有效地激励技术人员以发挥其潜能为实现企业的目标服务问题，并未引起企业的足够重视。
