"I don’t quite understand!" Asir felt a bit ashad because his thinking could never keep up with Lynch, whether in the past, present, or future, his thoughts were always slower than Lynch’s.
He didn’t quite understand how to make money together with everyone, was it to give these workers shares?
That was completely unnecessary. Indeed, there were so pitiful people among them, but perhaps the unfairness happening to them also created a certain inherent flaw.
They would deceive, cheat, and Asir had already been tricked by several of his compatriots.
The first was a worker in the factory, who privately approached him saying his sister was sick and needed money for treatnt but couldn’t afford the expensive dical bills, hoping the kind Asir would give him so money...
At that ti, Asir was a good person, a nice gentleman, and he unhesitatingly took out five thousand Nagariel and gave it to the worker.
Five thousand Nagariel when converted to Federation Sol might not be worth much, over forty dollars, but in Nagariel, it’s undoubtedly a huge sum.
A few days later, the worker no longer ntioned the matter, but Asir kindly asked about it. The worker said his sister received treatnt and was very grateful to Asir.
To avoid increasing the worker’s guilt, Asir changed his clothes and secretly checked if the worker’s sister was truly cured, only to find out that she was working as a prostitute, and he used the money to pay off his gambling debts.
This discovery deeply hurt Asir, but he said nothing.
Then ca the second one, the third one, and eventually, he beca numb and indifferent toward those workers, unable to discern who was telling the truth and who was lying, he just didn’t want to be deceived.
So when Lynch ntioned making money together with everyone, Asir felt... maybe the boss was too kind and hadn’t seen the filth inside people’s hearts here.
Even though he felt guilty thinking of his compatriots this way, these were his true thoughts, reflecting a psychological transformation from initial anger to indifference.
Lynch didn’t know Asir had thought so much in such a short ti; he nodded, "I’m just providing them with a possibility, an opportunity, a tangible attempt. Isn’t this what you hoped for before?"
He looked at Asir, who slightly lowered his head and turned away, "Turn to the first page from the back and take a good look..."
Asir followed Lynch’s instruction, flipping the plan docunt in his hand, and was slightly stunned, as it contained a very special chart.
Surprised, he looked up at Lynch, who always inadvertently displayed sothing that puzzled and amazed him.
This was sothing... he didn’t know how to describe it.
This was a system of employnt and a thod of wage settlent initially based on a day-rate system, where workers would get a day’s wage at the factory for completing the corresponding work within one day.
This amount wasn’t small, but compared to what ca later, it seed not so much.
After a hundred consecutive day-rate payouts without any accidents or incomplete work or losses occurring,
workers could advance one level in rank within the factory, entering the second-tier salary system: the weekly wage.
Each week’s pay, simply converted, was approximately equivalent to ten days of day-rate wage.
With slightly higher weekly wages, the next stage is the monthly wage, which offers even more salary.
The monthly salary is equivalent to what one would earn in six weeks at the weekly wage rate, or about sixty day’s day-rate wages.
The monthly wage marks the terminal stage of the salary distribution thod, yet ranking can still advance up to level five.
A level five worker’s monthly inco is roughly four to five tis that of a day-rate worker’s pay; even Asir thought this wage amount would only be attained by very few in the Federation.
It was approximately equivalent to six hundred Sol money, about seventy to eighty thousand Nagariel.
"It’s too much!" Asir couldn’t help but remark, placing the chart down and looking at Lynch, "It’s too much, Mr. Lynch, I an we don’t need to give them so much money; they can work for us with less money. With this money, we can hire more people."
"If you’re worried that they might slack off or do other things, we can also introduce a competitive chanism to instill a sense of crisis in them, no need to offer such high salaries!"
Asir actually had another worry, once these workers get accustod to receiving high wages, it would cause trouble if adjustnts were needed in the future.
Lynch chuckled softly, "Asir, my friend, have you ever seen do anything foolish?"
Asir didn’t continue to argue, driven by his blind trust and even admiration for Lynch, he looked at the docunt again.
Upon the second glance, new feelings and experiences surfaced compared to before; maybe... there were things within that he didn’t understand, possibly those were Lynch’s "Magic Power."
Asir quickly left with his assignnt; he was to travel throughout the entire Province to promote labor recruitnt policies and recruit so workers. To prevent a recurrence of previous incidents, Lynch had the Senior Soldier arrange for so people to protect Asir and his entourage.
In fact, the issues he worried about had already been considered by Lynch.
The most correct and appropriate way to protect rights is to have a legitimate legal docunt that stands firm anywhere.
On the basis of being reasonable, lawful, and logical, even if Lynch overstepped a bit, others wouldn’t say much.
As long as these people join Lynch’s company, they will sign an agreent, starting as the lowest-level worker, paid daily, to the highest level of worker, with a ti span of fifteen years.
Additionally, any promotions beyond level three require the completion of certain tasks, similar to the "advancents" in so of the Federation’s tabletop role-playing gas, requiring key items.
Here, they are required to et fixed criteria, such as their technical expertise eting Federation technical standards, enabling them to beco "senior technical workers," and accepting various company-assigned tasks, like being dispatched to work in other countries, etc.
So tasks are easy, like being sent to work abroad, but others are not so easy, like advancing professionally, which requires not just money, but enough connections.
If soone can persist here for fifteen years, even if Lynch or the company’s managent may sotis be less than kind to them, they will endure it, let alone them intentionally causing trouble.
It should be known that Lynch not only has caring benevolence but also fatherly discipline. Workers above level one, that is, those paid weekly or monthly, if they make a mistake, their level will be reduced to a daily pay level to start over.
No matter how much they have contributed to the company, if the company deems their mistakes unforgivable, they will lose everything they have contributed.
Moreover, this is an extrely effective selection system with a filtering chanism. Longer pay cycles will make those who could initially endure only a little bit able to endure more and more, until they et the capitalists’ needs.
When soone has invested too much ti in sothing, and harbors so hope and belief in it, they beco unable to leave it.
A hundred days is enough to filter out those who can endure hardship. Perhaps initially, so can slip into the weekly pay system, but with changes in the system, they will eventually be assimilated into one kind of person, honest people.
As long as they listen, they can make money with the company.
The sky-high salaries previously unimagined, working abroad, and possibly having expatriation allowances—this is life in paradise!
Thus begins the next phase of life change—is this perhaps what is called corporate culture?
The next morning, close to ten o’clock, Lynch was already waiting in the reception room.
It must be said that Provincial Governor Drag is indeed good at enjoynt. Within the dense forest lies a palace-like complex, characterized by a grand and open style with a fully open structure.
Sitting in a wooden rattan chair, of course, with soft cushions on it, the surrounding tropical trees swayed in the wind, making the rustling sound of leaves rubbing against each other.
Waves of heat filtered through these trees and layers of shade finally entered this room, which resembled so kind of huge pavilion-corridor, becoming exceptionally pleasant.
Those tropical trees outside, besides being beautiful, serve the purpose of cooling the hot wind.
A few minutes later, Mr. Simon ca with his wife and children to visit Lynch.
From the beginning, he did not view this visit as so kind of formal comrcial probe, but more like a visit by a longti local foreign rchant, extending goodwill to a new neighbor.
Without much profit-driven intent, this is also why he ntioned bringing his family when making this request.
Occasions with family are always less formal.
This was Lynch’s second eting with Mr. Simon, but the situation was different from last ti. Last ti Mr. Simon’s appearance ca with a task; he hoped Lynch could sensibly join the Pretton Trading Company if he wanted to do business locally.
At that ti, it might have been the most appropriate way—joining the trading company, getting quotas, providing help when necessary, and then earning stable yearly gains.
Perhaps because of Preton’s misunderstanding of Lynch, a few months later, the forr "Mr. Pretton" fled in desperation, and it is said he is still on the run today.
Simon’s anxiety is understandable, which might also be why he brought his family. At least, on account of these people, Lynch probably wouldn’t give him too embarrassing a result.
"Mr. Lynch, nice to see you again!" Mr. Simon folded his hands together and made a blessing gesture often made by local religious individuals, and his attire was very localized.
If it weren’t for his paler skin tone and slightly yellowish hair, along with his light green eye color, his dressing style would make him indistinguishable from the locals.
This is Mr. Simon’s thod, as well as that of many foreign rchants, of integrating into the local environnt.
Marry one or several locals, have one or several children, wear traditional local clothes, and make the blessing gesture that even locals seldom do.
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