Siheyuan: The beauty Xueru Huizhen, the birds are jealous

"Mr. Yang, can I ask you a question?" Feng Huacheng summoned up his courage and asked Yang Ming. Yang Ming smiled and nodded: "Of course, Mr. Feng, please go ahead."

"I have always loved literature, but the reality makes me feel stressed. I want to know how you find a balance between career and interests?" Feng Huacheng asked sincerely.

Yang Ming pondered for a moment and slowly spoke: "In fact, whether it is a career or a hobby, we need to manage it with our heart. We must understand our goals and pursuits, and then work hard for them.

Of course, there will inevitably be difficulties and setbacks in the process, but as long as we persist, we will definitely find our own path.”

After hearing this, Feng Huacheng suddenly became enlightened. He realized that he needed to re-examine his relationship with Zhou Rong and his position in the literature club.

He wanted to face life with a more positive attitude and pursue his dreams. At this time, Zhou Rong also joined their conversation.

She mentioned that Yang Ming was admitted to Yenching University with the best results in the country in the college entrance examination, which made Feng Huacheng admire his cousin even more.

The classmates also expressed their admiration for Yang Ming, and the two female classmates even gave up the idea of ​​a romantic encounter with Yang Ming.

In the literature club, Yang Ming's disappearance caused a flurry of discussion.

"Did you see that? Yang Ming, he...he is really an amazing person." A young man wearing glasses whispered.

"Yeah, I heard that he was a big shot in college, and he's still the same here," a middle-aged man nearby echoed.

"I heard that his family background is not simple, it seems..." The voice was lowered, but the respect in the words was stronger.

Although these discussions were not loud, they were enough to show Yang Ming's special status and influence in the steel mill. However, Yang Ming did not care about these. He knew that what was really important was how to contribute to the steel mill and how to help the workers here live a better life.

In the conference room of the steel mill, a regular meeting is held every week. The plant director sits in the main seat, and the leaders of each department report their work in turn. Today's meeting is no exception, but the atmosphere is a bit heavy.

"Recently, our factory's production efficiency has declined." The factory director said solemnly, "This is a serious problem that must be solved as soon as possible."

The leaders nodded in agreement, knowing that the decline in production efficiency would not only affect the benefits of the steel mill, but also the income of the workers.

"I think the root of the problem lies in our management system," said a leader. "Our system is mainly based on attendance, but it is not strictly enforced. Many workers are late, leave early, waste time, and are lazy and slack, which seriously affects production efficiency."

"That's true." Another leader added, "Also, there are problems with our wage system. The current wage system is the 'eight-level wage system', which divides wages mainly based on the level of workers. But this system lacks an effective incentive mechanism, and workers lack the motivation to improve productivity."

Hearing this, Yang Ming's heart moved.

He knew that in order to improve production efficiency, the problem must be solved fundamentally. So he stood up, cleared his throat, and said, "I have a suggestion. We can improve the workers' grades through strict assessment.

As long as they can complete production tasks stably and pay their wages on time and in full, I believe their enthusiasm will be greatly improved. ”

As soon as Yang Ming finished speaking, applause broke out in the conference room. The leaders all expressed their agreement, believing that this was a feasible plan.

However, they did not realize that although this plan could temporarily improve productivity, it also brought a serious side effect - the workers began to lack motivation.

Because they feel that no matter how hard they work, their income is fixed at a certain level and there is no room or motivation for improvement.

"Our factory's production efficiency has not been able to improve. I think the key to the problem lies in the incentive mechanism for workers." Yang Ming's voice echoed in the empty conference room, breaking the original silence.

Several leaders looked at each other. One of them coughed lightly and said slowly: "Incentive mechanism? We have year-end bonuses every year, and we also have various benefits during normal times. Isn't that enough?"

Yang Ming shook his head and frowned: "Year-end bonuses and benefits are fixed and cannot stimulate workers' daily enthusiasm. We need a more direct and effective way of motivation."

"So what do you mean?" asked another leader.

"I suggest that we redefine production targets based on the workers' work efficiency." Yang Ming took a deep breath and continued, "Perform weekly performance evaluations and rate workers' performance based on task completion and parts scrap rate. For workers who have performed well four times in a row, we can give them some special rewards."

"Reward? What reward?" one of the worker representatives asked curiously.

"For example, we can issue a special reward voucher, which we call 'red ticket'," Yang Ming explained. "Workers can use the red ticket to exchange for ten kilograms of pork in the canteen."

As soon as this was said, the conference room exploded. The leaders discussed it, some agreed, while others looked embarrassed.

"Red tickets are a good idea, but where do the bonuses come from?" a leader raised the key question.

"We can take a portion of the factory's profits as a bonus pool," Yang Ming responded quickly, "and I believe that by improving production efficiency, we will be able to recover this investment soon."

·…………

However, some worker representatives expressed doubts: "Red tickets sound good, but aren't the requirements too high? We work hard every day, but not many people can get red tickets, right?"

Yang Ming nodded, showing his understanding: "Indeed, we need to ensure that the conditions for obtaining red tickets are challenging but not too harsh. At the same time, we also have to consider those employees who have been performing poorly for a long time. They need our guidance and help."

After a heated discussion, the leaders finally decided to adopt Yang Ming's suggestion and further improve the reward and punishment system.

They decided to introduce a reward voucher called "Green Ticket". Every employee who met the excellence standards could get a Green Ticket. Four Green Tickets accumulated could be exchanged for a Red Ticket and ten kilograms of pork.

In addition, green tickets can be directly exchanged for two kilograms of eggs in the cafeteria to increase their attractiveness.

In order to ensure the fairness and transparency of the reward and punishment system, leaders also formulated detailed acquisition standards and redemption rules, and emphasized that all employees need to understand and abide by these regulations.