After the New Year, Yi Anguo didn't have much time to relax after meeting with his sister-in-law's family. He was busy conducting inspections and research at the subsidiaries of Anguo Group to formulate future development plans.

The current scale of Anguo Group is indeed quite large, and merely sitting in the office reviewing materials and reports submitted by the companies below is far from sufficient.

The best way is to personally go for a walk, have a look, and communicate directly with the company's grassroots management personnel and ordinary employees in order to uncover specific issues within the company.

Although, before the New Year, the group's financial department had dispatched personnel to each company for financial investigations and audited the financial accounts of the group's subsidiaries, uncovering many issues, some of which involved serious economic crimes.

But obviously, this is not enough. The issues faced by the subsidiaries are not only financial problems but also managerial issues and future development concerns.

The corruption issues of a large company, a big group, are actually no less than that of a country or a city. Once a company grows large, such issues are almost unavoidable.

In every large group, problems of various kinds more or less occur from top to bottom, and corruption issues like bribery, which occur in government departments, will also arise in large companies and groups, potentially even more severely.

On this day, Yi Anguo visited the production area of Hua Xing Technology Company's factory to conduct inspections and gather information. In the morning, he took a tour around the workshop, where the entire factory was well organized, with hardly any idle personnel outside the workshop.

Moreover, the hygiene of the factory area was also well maintained, with the floors spotlessly clean, clearly a result of meticulous preparation before his arrival.

During lunch at the cafeteria, he found the meals to be quite abundant. Although not comparable to a hotel or restaurant meal, the quality was quite decent.

After a midday rest, Yi Anguo pretended to be tired as an excuse to linger in his room for a break, canceling the afternoon's inspection activities.

It wasn't until 3 PM that he instructed his assistant to secretly bring him a set of ordinary workshop uniforms, typically worn by the workers, and snuck over to the production area's smoking and resting area.

Due to the company's implementation of humane management, smoking was not allowed in the workshop during working hours. However, employees were allotted 10 minutes between shifts in the morning and the afternoon to smoke in designated smoking areas.

During the morning inspection, Yi Anguo noticed this smoking area tucked in a corner of the factory. It was equipped with long benches for employees to sit while they smoked.

Of course, Yi Anguo did not know any of the employees who came to smoke, he quietly took out a cigarette and started smoking by himself.

Although he didn't have a smoking habit, it didn't mean he couldn't smoke. He had gone through a period as a smoker at seventeen or eighteen, but he quit later on.

As he smoked, Yi Anguo listened to the workers chatting around him.

Among them were many who were complaining about this or that, or boasting, cursing the unfairness of their supervisors and foremen.

This was unavoidable. Regardless of who serves as a foreman or supervisor, having no complaints from subordinates is nearly impossible.

As long as it's not excessive, provoking public outrage, it is generally tolerable.

Moreover, one has to admit that everyone has a bit of self-interest, such as favoritism towards fellow townsmen, looking after friends, or favoring a pretty female employee—these are almost inevitable things.

Additionally, during performance evaluation awards, most companies divide performance awards into grades A, B, C, D, and E?

Those rated as A receive a monthly performance bonus of 500, while those rated as B receive 400, C 300, D 200, and those rated as E receive only 100 per month.

If every subordinate worked hard and performed excellently, it would be troublesome for a foreman or team leader to decide who to rate as A and who as B each month.

Even if everyone performed excellently and worked diligently, it's impossible for everyone to be rated A and receive a 500 performance bonus every month.

If it were truly like that, everything would be peaceful, and as a foreman, there would be no need to offend anyone. After all, it's not easy for anyone to work, and everyone would like to earn an extra 200 every month.

For a class with twenty to thirty employees, you're only given two A-grade slots, four B-grade slots, eight C-grade slots. The remainder are D-grade slots, and there must be one or two rated E, earning only 100 performance bonus per month.

Among these two A-grade slots, one of them is fixed for the group's material handler.

This material handler is akin to an assistant team leader or deputy foreman. They earn the same salary as regular employees but assist the foreman in managing, handling miscellaneous tasks, or compiling statistics on output and such.

To look after this material handler, the foreman rates them A in terms of performance bonus every month, which means they earn several hundred more in performance bonus than others monthly.

These performance evaluation standards are assessed monthly, with some foremen rotating A and B ratings among subordinates, giving everyone a chance and avoiding offending anyone.

However, for performance award ratings like A-grade slots, department supervisors also have a few slots in hand. If an employee performs exceptionally well, the supervisor may, upon reviewing the performance award lists submitted by each foreman, proactively upgrade the award to A for those they deem outstanding.

Before reincarnation, Yi Anguo worked in a factory, and it was a large, publicly listed company. Thus, he was already familiar with these aspects.

He certainly wouldn't attempt to change the method of performance award assessment. It's impossible to have everyone rated as A each month so that everyone earns a 500 performance award.

Money is a minor issue, but its significance is major. If everyone thinks that regardless of effort, everyone gets the same 500 performance award, then who would work earnestly or strive to perform well?

If there weren't a bit of competitive incentive, what's the point of a performance award?

However, the following discussion among a few individuals caught Yi Anguo's attention.

"Last night, the head of our workshop handed out an over-production bonus, carrying a bag of money. Some received over 2000, and I only got a little over 700," one person said, both pleased and somewhat dissatisfied.

"You must be from the stamping workshop! I'm really envious of you for receiving bonuses; over 700 is pretty good. Damn, in our workshop, they even posted how much over-production bonus each group and who could get, and everyone was thrilled. But then, nothing happened when it came to payday; no sight of the over-production bonus."

"I heard the money was distributed long ago, and those leaders of ours completely pocketed it," someone complained beside him, expressing anger.

"Why didn't they even let the people below have a sip of the soup while they ate the meat?"

The person who spoke earlier continued: "Only team leaders and those above got a share, but I heard the team leaders received little, maybe only 500 per person. I heard that the entire operations manager took away more than half, and the rest was divided among managers and supervisors."

"And those management personnel in our department often have dinners at big hotels, spending the over-production bonuses from our workshop as well as scrap reduction bonuses."

"It infuriates me when I think about it. Every time there's a motivational assembly, they announce over-production awards, this award, that award."

"But it's always just hot air, and no matter how much we produce in excess, we never see a dime of reward."

"You need to report this to the company! Other departments have over-production bonuses! Why can't your department get any?" someone suggested.

"True, our department is classified and we signed confidentiality agreements upon joining. There's a confidentiality fee every month, and senior employees say bonuses used to be issued, but not anymore," another chimed in.

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