xymnovel Chapter 162 American University
Chapter 162 American University
Chapter 162 America University (Thanks to "c之" for the 100-point reward!)
Winter temperatures in Rhode Island are higher than in Chen Wenbin's hometown in Shandong.
Located near the Atlantic Ocean, and with the Appalachian Mountains blocking cold air from Hudson Bay to the north, the lowest temperature in January is only around 20 degrees Fahrenheit, or about minus seven degrees Celsius, with the average daily temperature hovering around freezing.
After entering 1765, Chen Wenbin did not hide in the manor and spend all day with women. Instead, he constantly inspected various factories, departments and schools, and met with middle-level managers, junior officers and key technical personnel to listen to their ideas and suggestions.
Anyway, he only has about two thousand people under him now, and only about two hundred middle and lower-level managers. If he understands their situation, it's the same as having control over these two thousand people.
On January 16, after getting a general idea of the situation, he convened a meeting of all senior executives at the manor to carry out a new round of restructuring and adjustment of various companies, schools, and departments and institutions that directly obeyed him.
First, there were the factories in the Robin City industrial district. According to his agreement with Governor Hopkins, these factories could not all be relocated. So he split them in two, transferring some skilled technicians and equipment, along with European craftsmen, and investing in new companies through his wholly-owned Robin Company.
Chen Wenbin paid a premium to buy out the workers' contracts and the machinery and equipment. After all, the New England Development Foundation also held a portion of the shares in these factories, and even as a major shareholder, he couldn't go too far.
These new companies, still in the theoretical stage, covered important industrial sectors such as coking, steel, machinery, chemicals, glass, pharmaceuticals, military, papermaking, construction, and textiles. Some of these new companies had only five or six craftsmen, but they were the sparks of Western industry, and each one was crucial.
Secondly, there was his staff. As Governor of the Western Territory and Chairman of the Southern Development Company, he was qualified to recruit his own staff to manage the administration, judiciary, and military of the Western Territory.
Although Downing Street only gave him a small amount of funding, Governor Chen had plenty of money, and his staff was naturally full of talented people.
He has a legal team led by lawyers David Jones and Marvin, as well as key administrative bureaucrats he personally interviewed and promoted, and a military officer corps from the Hessian mercenaries.
Finally, there was the relocation and adjustment of schools and hospitals.
Robin Academy was formerly the only institution of higher learning on Rhodes Island. Although Robin contributed a significant amount of funding to its construction, the Colony Council and powerful families on Rhodes Island, such as the Brown family, also contributed a portion of the money.
Governor Chen couldn't directly take away most of the faculty and students from the college, so he followed the principle of voluntariness and let the 21 teachers and 216 students in the college choose whether or not to go to Pittburgh in the west to participate in the founding of the University of America.
His offer was double the teachers' salaries, free tuition for students, and personal guidance from the great scientist Chen Wenbin.
The result was very gratifying for Chen Wenbin. A total of 9 teachers and 138 students were willing to go to the west with him, and the remaining students were basically children of wealthy families in Rhode Island.
As for Robin Medical School and Robin Hospital, it was much simpler. Chen Wenbin was the big boss and could directly order the transfer of personnel. Of course, he didn't force them; he let them choose for themselves.
This is also a two-way screening process. Those who are willing to go to the west with him now are likely to be somewhat loyal to him, and can be used with confidence in the future.
1 month 17 day.
After two months of preparation, American University was officially established in a classroom at Robin College Affiliated School.
In Chen Wenbin's view, the role of the University of America is just as important as that of the military and steel mills.
This university can not only train scientists for him, but more importantly, it can truly spread his ideas and cultivate a group of more devout followers, thereby building a political wing and faction that will allow him to infiltrate all levels of future American society.
However, after a large number of scions of wealthy families from Rhodes Island joined Robin Academy, it became unable to fulfill this function.
For this reason, the first institution established at the University of America was neither the medical school nor the sciences school, but the business administration school.
He plans to use the two months before spring arrives to send all his middle and senior managers and some promising junior managers to the business school so that he can personally teach them and the students.
He had long been fed up with people's ignorance of management in this era. Some basic modern management concepts and common sense, such as quantifiable performance, regular feedback, and clear systems for signing off on material approvals, were all requirements he put forward himself.
However, these management techniques alone are not enough to meet future needs. He also needs to pass on his management philosophy and values to all senior executives, so that they can use this new set of values to drive middle management and the company to achieve the most efficient operation.
Ultimately, all organizations in the world compete on who can mobilize human resources and resources to the greatest extent to achieve their goals. Naturally, they must also combine modern management wisdom to upgrade their organizational management methods.
That day, in the large classroom of Robin Academy, Chen Wenbin stood on the stage, looking down at the twenty-odd company executives sitting below.
The officer and more than thirty students solemnly said: "We usually think that people are easily tempted and corrupted, and that people will do anything for their own benefit. If we do not set up strict systems and punishments, we will fall into a war of all against all, just as Hobbes said."
However, this idea is actually flawed!
Human nature is not pure white or pure black, but rather a gray area. Human desires cannot be suppressed, but can only be guided.
What is evil?
It's actually the improper release of desires.
What is beauty?
It is a healthy release of desire.
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The purpose of establishing systems is to guide desires in a positive direction.
The core secret lies in managing human greed, fear, and laziness.
This is also the root cause of the decline of businesses, all organizations, and even nations.
Driven by greed, employees may convert company assets into their own private property.
Fear can hold employees back, making them hesitant to take responsibility.
Because of laziness, the company will continue to operate inefficiently.
Therefore, truly efficient collaborative management can only be achieved by establishing predictable management systems and methods that foster sufficient trust in the company and organization among every employee, meet their needs, and align their interests with those of the company.
He spoke at length, picked up his water glass, took a sip, and then asked the audience, "Do you have any questions?"
Raise your hand if you have any questions!
Whether it was Chen Wenbin's status as a big boss or the knowledge he shared, it all captivated the audience, resulting in dozens of arms being raised in a flurry.
Chen Wenbin casually pointed to Andrew, who was sitting in the first row.
"—Andrew, ask away!"
Andrew immediately stood up, pondered for a moment, and asked, "Sir, I understand what you mean. Giving stock options to the company's management and technical workers, and providing all employees with guarantees for their children's education, medical care, and retirement, is to motivate their best qualities and align their interests with the company's."
But human nature is greedy and never satisfied!
For example, in March of this year, three female workers in the textile factory I manage secretly hid cotton yarn in their skirts and took it away. This amount of cotton did not meet your dismissal criteria, so after receiving the report, I simply told them not to steal it again.
However, when the other female workers saw that they were not punished, they also started stealing cotton, and in the end, only a few people in the entire textile factory did not steal cotton.
I made the request twice, but people still stole things, so I had to fire the two people with the worst behavior and then increase the number of supervisors.
However, production efficiency has actually decreased compared to before. I know they are dissatisfied with me. What do you think is the best way to handle this situation?
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