Rebirth Tokyo 1986

Chapter 321: The Vision of Discovery

Masato Takeshita did not trust his memory and carefulness, so he repeatedly checked the group's financial statements for a week.

"Well, take another careful look. If there is nothing new to discover, then let's end it here."

In the first few days, the young man could find omissions constantly. But as time went on, it became increasingly difficult to find errors in the financial statements he compiled himself.

In the last two days, nothing was found.

This does not mean that the financial statements are flawless, but that he is too familiar with them and can no longer view them objectively and fairly.

Of course, with computers, the numbers are still very accurate.

After signing and processing the company's financial statements, Masato Takeshita called Secretary-General Keiko Sakai over.

"Please inform Yoshiko Nakamura. I'm going to talk to her."

Whenever he had time these days, he would chat with the two of them, and he already had the answer in his mind.

But since you have time, you might as well examine it more carefully to avoid unfavorable results.

"Hi, please wait."

Keiko Sakai soon returned and came to the office with Deputy Secretary-General Yoshiko Nakamura.

"Hello, President!"

"Well, Nakamura-san, please take a seat!"

"Yes!"

Seeing the secretary sitting down, Takeshita Masato looked up and ordered: "Sakai, go make a pot of tea."

"Hi!"

The gap in status between the two people was too big, and they didn't have much contact in their daily lives, so the conversation was basically the same as in the previous few days, with the young man asking questions and the girl answering them.

"Mr. Nakamura, do you think the company should distribute the profits to everyone as bonuses, or recruit more people?"

"They are both good choices. But relatively speaking, I hope the company will hire more new people."

"On the one hand, it can expand the company's scale and accelerate the development of the group. On the other hand, it can also help the government solve more employment problems and win the favor of the whole society."

In 1994, it was more difficult for Japanese college students to find jobs than the year before. Many college students had no choice but to take the postgraduate entrance examination.

Every time Xinghai Group recruits one more person, it can solve one person’s life problem for the government.

"Is that so? Then what kind of people do you think would be more suitable to recruit if the group expands?"

"We give priority to recruiting eldest sons from ordinary families in small cities and rural areas, or even from poor families. These people are not only more ambitious, but also more able to endure hardships."

People are equal in personality, but unequal in life. Usually in a family, the eldest son is the one who pays the most.

In one sentence, "He is still young, you should be more considerate of him now that you are older." This makes the older eldest son have to sacrifice more.

Because they are used to taking care of their younger siblings, the eldest son in a family often has a stronger sense of responsibility.

As for those who come from ordinary or even poor families in rural areas and small towns, it is mainly because these people have basically nothing in big cities and have no one to rely on.

Therefore, if they want to stay in Tokyo, they have to work harder and climb up harder.

Even if they are sent to threat areas to perform work tasks, they will gladly accept it for the higher salary.

Of course, there are pros and cons to everything.

These ambitious and hard-working people can easily cause extreme internal competition in the company.

Involution is friendly to startups and also applies to developing states.

However, when a company grows to a certain size, it needs more appropriate competition and humanistic care.

On the one hand, just the right amount of competition makes it easier to cultivate innovative talents.

After all, people are not machines. When they work too long, they don’t have much time to think and can only copy the routes of their predecessors.

Of course, there are also those naturally hardworking and innovative talents, such as Fujio Masuoka and Liang Mengsong.

People like them have pure minds. They dream about R&D every day and really enjoy the process of R&D.

On the other hand, appropriate working hours can improve employee efficiency.

Most adults choose to work not because they like it, but to support their families.

Once working hours are too long, ordinary people will become mechanical and numb, and their efficiency will be greatly reduced.

Finally, we need to consider the company’s sense of social responsibility.

The company not only needs to make money, but also needs to help the country solve employment problems.

One person does the work of two people and is paid 1.5 times the salary, so the company does save on personnel expenses.

This kind of saving may be recognized by everyone in the short term. For example, in the past life, the founder of Alibaba in China was called "Dad" by countless netizens for a period of time.

But after a period of fermentation, once everyone realized what was happening, it soon faced a backlash from public opinion.

And when the founder left, the company lost its authoritative leadership and had very serious internal problems.

Of course, if a company is not doing well, it is more a matter of strategic choice.

If you take the wrong route, the more effort you put in, the more wasted it will be.

Masato Takeshita nodded in approval, "Very good suggestion, any more?"

Xinghai Group is developing rapidly, and more hardworking employees will be beneficial to the company's expansion. However, when the company enters a stable stage, he will no longer be inclined to recruit such employees.

It needs to be like a country, with all kinds of people.

As for those blind people who do nothing every day, they still need to be eliminated.

Nakamura thought about it carefully, and then responded very seriously, "I think the company needs to balance the number of people hired from all sides."

"We recruit more people in places with large populations and fewer people in places with small populations. Key colleges and universities should also recruit people in proportion. Good schools can recruit more people, but not too many."

People naturally like to gather together for warmth. If there are too many employees from one place, it will suppress the growth of talents in other regions and lead to serious internal strife.

Taking the Ming Dynasty as an example, there were too many officials from Xijiang, which led to factions in Qi, Chu, Zhejiang and other regions banding together for warmth.

Eventually, crazy party strife broke out, accelerating the demise of the Ming Dynasty.

Of course, there are also situations where there are too many people from one place, and the talents from other regions are completely suppressed.

For example, in Japan's Ministry of Finance, most of the executive positions are filled by students from the University of Tokyo, which means that students from other prestigious universities have almost no chance to display their talents.

These two phenomena are not what the top leaders want to see, because both the first and the second will seriously affect the authority of the top leaders.

Only when the staff are dispersed and unable to form a large group can a company be considered a qualified giant enterprise.

Of course, Yoshiko Nakamura also had selfish motives in making this suggestion.

She is a graduate of Kyoto University, which is a minority in Xinghai Group. She needs more graduates from Kyoto University to support her work.

"Okay, I understand what you mean."

Masato Takeshita was stunned at first, but soon understood the deeper meaning.

Local cliques and academic cliques should not have absolute dominance in enterprises.

Even if he is from Kanagawa, even if he was born in Waseda University, it is absolutely not allowed.

Tokyo Ichiko and Hayabusa and Keio both have to keep their ratios within a certain range. Of course, as his school of origin, he still has some advantages. For example, the number of recruits can be 1.5 times that of Keio.

The two chatted for more than an hour, and finally Takeshita Masato bid farewell to this deputy secretary-general who was always strict with himself with reluctance.

"You look at things very comprehensively, which makes it difficult to choose."

Yoshiko Nakamura was a very good person and many of her suggestions were very much to his liking.

He really wanted to finalize it right away, but after thinking it over carefully, he decided to wait.

In order to avoid preconceived ideas, Masato Takeshita did not ask Uchida Miho to come over immediately.

He just found something to do, trying to dispel everything that had just happened.

The Secretary-General is an extension of his personal will. He holds a low position but has great power, so he must act with caution.

After lunch and a short nap, Masato Takeshita asked Keiko Sakai to call Uchida Miho over.

Still invite people to sit down and have tea, still ask about the company's development.

Unlike Yoshiko Nakamura, Miho Uchida focused more on the company's senior management in her answers.

"Xinghai Life's president, Hiroaki Kobayashi, started from the bottom, so he prefers students from prestigious universities. I think Xinghai Life's recruitment should focus on students from prestigious universities."

People who have a low status when they are young can easily go to two extremes after they reach a high position.

One is Guan Yu, who is arrogant towards his superiors but compassionate towards his subordinates.

They dislike people who come from prestigious schools and care about people who come from ordinary backgrounds.

If your strength is dazzling enough, you can ignore the above sentence.

For example, Zhuge Liang came from a noble family. Guan Yu looked down on him at first because he had a ugly face, but later he was convinced.

The other type is Zhang Fei, who flatters his superiors and bullies his subordinates.

He was polite and humble to the nobles, but would beat and scold his subordinates at will.

Of course, Kobayashi Hiroaki is not as brutal as Zhang Fei, and the Xinghai Group will not allow such a brutal person to appear.

However, this stubborn problem of favoring students from prestigious schools due to their humble backgrounds is indeed difficult to correct.

Because of the supervision of Masato Takeshita, even if the top management of Xinghai Group favors certain people, they will do it more covertly.

Let me give you two simple examples.
For example, if A graduated from a prestigious university, then Kobayashi Hiroaki would send him to work at Xinghai Food Company.

Xinghai Food, especially its energy drink division, is expanding rapidly, so it is very easy to achieve results.

With achievements, promotion will naturally come faster.

Employee B comes from an ordinary family and graduated from an ordinary school, so he will be sent to Matsumoto Manufacturing.

Although this company is the starting point of Xinghai Group, the market for mid- to high-end suitcases is shrinking, and it is difficult to make a difference even if you are talented.

Without achievements, you will not get promotion or salary increase.

Of course, if it is a rare genius, it would be beneficial for him to join Matsumoto Manufacturing.

He can help the company create more demand, but there are too few such people. In most cases, the abilities of the two people are almost the same.

"Well, that's good. What else?"

Masato Takeshita also noticed this characteristic of Kobayashi Hiroaki, so he plans to transfer him to the headquarters next year or the year after.

When recruiting, you can prefer students from prestigious universities, because it can significantly reduce recruitment costs. After work, everyone is the same, so there is no need to bring up academic qualifications.

To some extent, Masato Takeshita actually prefers those students from non-prestigious schools who can join the Xinghai Group through the competition among prestigious schools.

Because their resumes must be good enough and their abilities must be strong enough to win the competition with students from prestigious schools.

Of course, there are also some slackers among the ordinary students recruited by Xinghai Group, such as the children of company executives, or relatives of senior officials of large companies and government officials.

But these people have special places to go and are specially marked in the company. Their promotion has nothing to do with ordinary employees, and they will not hold real power. They exist more like mascots.

Unless you really demonstrate outstanding talent, the company will treat you the same as ordinary employees.

Because Masato Takeshita really hates AIDS relationships and does not allow a large number of second- and third-generation people to appear in the company's senior management.

When the day comes when he retires, it will be clearly stated in the company's rules and regulations that more than two-thirds of the company's mid-level and above leaders must be from ordinary families.

"Also, President Chambers of Xinghai Technology and President Rogers of Xinghai Entertainment prefer employees with international experience."

Both of them are foreigners, so they naturally prefer employees with similar ideas.

The difference is that Chambers recruits native-born Americans, while Rogers prefers to recruit Japanese college students studying in the United States.

The two also agree on one point, which is that they both welcome Japanese who have work experience in the United States, and Americans who have work experience in Japan.

"Interesting observation, indeed. And then?"

Takeshita Masato rises more and more nature, wanting to know more about her observations.

Uchida Miho heard the appreciation in the president's words and her heart was filled with joy.

But she knew very well that a journey of a hundred miles begins with a single step, so her tone remained gentle and soft.

"Also, President Yoshimoto Takamasa of Xinghai Investment prefers people who follow the rules. The president of Xinghai Software..."

Deputy Secretary-General Uchida introduced all the heads of the group's subsidiaries one by one, and even wanted to introduce the leaders of the subsidiaries of the subsidiaries.

She believes that the most important thing for a secretary is to help the leader identify and fill gaps, determine the company's development path and other things, which are not something a small secretary like her should be responsible for.

"Very impressive. If you hadn't told me I wouldn't have noticed it for a long time."

Masato Takeshita is rarely in the office, and even when he is, he is busy with various things and does not usually come into contact with the work of the deputy secretary-general.

This week-long inspection left her with a deeper impression of the two deputy secretaries-general.

Of course, the young man never doubted the abilities of the two.

After all, this is the president's office, and the best of the best are selected from within the group. Every secretary has the opportunity to join the company after sufficient experience.

"President, you are too kind. You are just too busy at work to sort it out."

"No, I didn't expect it. No one knows everything."

Zhuxia Yaren is not the kind of person who would rather save face than suffer. When he encounters something he doesn't know, he will admit it decisively.

Doing so will make his partners and employees respect and trust him more, and his competitors fear him.

After talking for more than an hour, Masato Takeshita asked her to go back to his office.

He was still a little hesitant and didn't know who to choose.

"Nakamura, or Uchida?"

Both are good and have their own strengths.

"Would you like to take a look again?"

The young man, who didn't know how to choose, asked himself this question, and then quickly rejected it.

"No, time is limited. The new secretary general will take over the work from Sakai. We can't delay any further."

(End of this chapter)