Regarding the question of how to spend this sponsorship, if everyone has no objection to the first two items, building a new hospital and adding equipment, Chen Xia’s third suggestion was stumped.

"This time I went on a business trip in Europe for more than a month, everyone has worked very hard. To put it bluntly, our medical staff created this $50 million, so I suggest giving each doctor a bonus of 10,000 yuan."

As soon as Chen Xia said this, several deans sitting there, including the office director who was sitting next to him, were shocked.

Everyone gives a bonus of 10,000 yuan? Is this crazy?

The atmosphere at the scene was immediately weird.

Chen Xia didn't see everyone's expected approval, and she was very surprised, "Hey, what's wrong?"

Zhao Xiaoying took a sip of water awkwardly:

"Xiao Chen, I think there are too many bonuses? Our medical staff go out to represent the country and are selfless. Each person is just giving 500 yuan. 10,000 yuan is too much, right?"

Liu Changsheng nodded in agreement:

"Yes, we are a Dusco country, and we cannot learn like capitalists. We must always focus on dedication, and collective honor must be the first priority. We have paid so much money, so we went to Europe for money, and we have to be discussed behind the scenes by other brothers."

Only Xu Shuangli remained silent and did not understand his attitude.

When Chen Xia heard this, the two deans opposed it and understood in his heart that someone had an attack of "eye".

Before the 1980s, the distribution method in hospitals was completely different from that in later generations.

For example, there is no bonus, everyone gets their salary collectively, and the salary is evaluated based on position and work experience, but the gap between each level of salary will not be particularly large.

One advantage of this is that it seems that everyone has similar incomes and is rich together.

But in fact, this has a very big disadvantage, that is, "big pot rice". If you do more, do less, then who is willing to do more?

For example, two doctors in a department,

This month, Doctor A's outpatient visit number was 2,000, and Doctor B's outpatient visit number was only 500, which was a lot of difference.

But because Doctor B's working years are 30 years, his salary reaches 120 yuan, while Doctor A's working years are only 10 years, so his salary is only 108 yuan.

This is actually unfair. If you do more, you will get less. Then who will be willing to work in the future?

Another disadvantage of the distribution system of "big pot rice" is that the role of knowledge is not reflected.

For example, Mr. Wang, who is in charge of the People's Hospital, is a formal worker and semi-illiterate person. Because he has worked for 30 years, his monthly salary has reached 120 yuan.

Dr. Liu, who graduated from college, has only 5 years of service, so his monthly salary is only 100 yuan.

The old man who is guarding the door earns higher than that of college graduates. This is typical of disrespect for knowledge and failing to reflect the efforts of intellectuals.

Of course there is also an advantage, that is, everyone is equal, which is in line with the theory of "different division of labor" advocated at that time.

By the 1980s and 1990s, the adverse consequences were reflected.

Those who make atomic bombs are not as good as those who sell tea eggs, and those who earn a scalpel are not as good as those who use a razor. This is a typical income distribution system that has problems.

Intellectuals are not respected or rewarded as they deserve. This is also the most fundamental reason why domestic elites went abroad in the 1980s and 1990s.

Another one is that employees do well, make outstanding contributions, win advanced units, or win awards in any competition, and are generally based on honors and hardly pay money.

If it is a future generation, you will usually have to reward cash first.

For example, if the Olympic champion is one gold medal, how much does the country reward? For example, if an employee receives excellent employees, the unit will generally reward several thousand yuan.

Even if you have to reward me in the 1980s, you will be given a piece of award paper to stick it on the wall of your home to shine on the family.

If you want to talk about things, such as ceramic tea cups, enamel washbasins, etc.

There are also a few words printed on you very carefully: "XXX Year Outstanding Employees Memorial", or "XX Games Memorial", etc.

Even though Chen Xia published the paper in "The Lancet" and won a national model worker, he only received a reward of 500 yuan, which is already an astronomical bonus.

In a few decades, if a doctor in any hospital publishes a paper in the Lancet, the unit will at least reward hundreds of thousands, and a better million are possible.

Times are changing, and the era of dedication has passed. If you still hold on to the so-called honor, it will greatly dampen the enthusiasm of employees.

Chen Xia already has the determination to reform, so he also wants to take this opportunity to tell everyone a brief moment.

"Director Zhao, how do I think so, why do I have to give a bonus of 10,000 yuan at one time? One is because the money was originally made and deserved. The other is also the meaning of buying a horse with a wealth of money.

Our Yuezhou Hospital is only at the level of the deputy department level, and it is located in a small city. This is our disadvantage. If our hospital wants to develop and build a first-class and internationally renowned hospital in the country, it is not enough to build a few buildings.

The key is people. We need a large number of top talents. This time we went to the university to recruit, and many college students were willing to work in our hospital. This is a good phenomenon. I thought that when I just started working, how many college students came to our unit a year?

Comrade Gu Wei, the dean at that time, tried his best to attract college students to work in our hospital, and to improve welfare and build a new employee community. In this way, the best talents in the university chose to stay in the provincial capital.

As for those promising young doctors, those well-known experts who have become famous, they are even less likely to choose to work in Yuezhou. Now we are training doctors ourselves and sending them out for further study, but this is far from enough."

It is rare for everyone to hear Chen Xia’s policy program, so they also listen carefully.

Chen Xia continued:

"How to attract talents to our hospital? One is that we need to improve our technical level, such as cooperating with Xiangjiang Pumpkin Vine Pharmaceutical Company, cooperating with so many foreign hospitals, and setting up laboratories. This is one of our advantages.

But another thing is that our hospitals must also reflect our advantages in income, which is to pay more money and give more material rewards. Don’t just talk about dedication and ideals. Nowadays, people are smart, and if you draw big pie, they won’t be fooled.

Therefore, we should improve the income level of employees, not be limited to rules and regulations, and not be afraid of others' remarks. I want to increase the income of all employees in the hospital, but employees will not object to this point, right?

Another thing is that we need to clarify the reward mechanism, such as starting to implement performance bonuses, we can no longer do more or less. If we do more, we should get more. If we do less, we can only get basic salary, and to mobilize the enthusiasm of employees to the greatest extent."
Chapter completed!