Regarding the question of how to spend the sponsorship, while everyone agreed with the first two options, building a new hospital and adding equipment, Chen Xia was stumped by his third suggestion.
"Everyone worked very hard during this month-long business trip to Europe. To be frank, the $50 million was created by our medical staff, so I suggest giving each doctor a 10,000 yuan bonus."
When Chen Xia said this, several deans present, including the office director who was taking notes, were all shocked.
Giving everyone a 10,000 yuan bonus? Is that crazy?
The atmosphere on the scene immediately became strange.
Chen Xia didn't see the expected approval from everyone, and felt very confused. "Hey, what's going on?"
Zhao Xiaoying drank a sip of water awkwardly:
"Xiao Chen, I think this bonus is too much. We medical staff are supposed to be selfless and dedicated. 500 yuan per person is enough. Isn't 10,000 yuan too much?"
Liu Changsheng also nodded in agreement:
"Yes, we should always prioritize dedication and collective honor. Giving us so much money makes it seem like we're going to Europe just for the money, and other sister units will talk about us behind our backs."
Only Xu Shuangli remained silent, not understanding his attitude.
When Chen Xia heard that the two deans objected, he understood that someone was having an attack of "envy".
Before the 1980s, the distribution method in hospitals was completely different from that in later generations.
For example, there are no bonuses. Everyone gets paid collectively, and the salary is assessed based on position and length of service. However, the gap between each level of salary is not particularly large.
One advantage of this is that it looks like everyone has similar income.
But in fact, this has a very big disadvantage, that is, it doesn’t matter whether you do more or less, so who would be willing to do more?
For example, there are two doctors in the same department.
This month, Doctor A saw 2,000 outpatient visits, while Doctor B saw only 500, a huge difference.
But because Doctor B has 30 years of work experience, his salary reaches 120 yuan, while Doctor A has only 10 years of work experience, so his salary is only 108 yuan.
This is actually unfair. You work harder but get paid less. Who would be willing to work then?
Another disadvantage is that the role of knowledge is not reflected.
For example, Mr. Wang, who manages the gate at the People's Hospital, is a formal employee and semi-illiterate. However, because he has 30 years of work experience, his monthly salary reaches 120 yuan.
Dr. Liu, a university graduate, has only five years of work experience, so his monthly salary is only 100 yuan.
The old man who guards the gate earns more than a college graduate, which fails to reflect the contributions of intellectuals.
Another thing is that if an employee does a good job, makes outstanding contributions, is recognized as an advanced employee of the unit, or wins an award in a competition, they are generally given honors and almost no money.
If it were in later times, the first reward would generally be cash.
For example, an Olympic champion gets a gold medal and a certain amount of money as a national reward. Another example is when an employee is recognized as an outstanding employee, the company will generally reward them with several thousand yuan.
In the 1980s, even if you wanted a reward, you would be given a certificate to hang on the wall of your home to bring honor to your family.
There are also things like ceramic tea cups, enamel wash basins, etc.
A few words are carefully printed on it for you: "In commemoration of outstanding employees in XXX year", or "In commemoration of XX sports meeting", etc.
Even if Chen Xia published his paper in The Lancet and was awarded the National Model Worker title, he was only awarded 500 yuan, which is already an astronomical bonus.
In a few decades, if a doctor from a hospital publishes a paper in The Lancet, the hospital will reward him with at least hundreds of thousands of yuan, and possibly millions for better results.
Times are changing, and Chen Xia has already made up his mind to reform, so he would like to take this opportunity to be honest with everyone.
"President Zhao, everyone, this is what I'm thinking. Why give them a one-time bonus of 10,000 yuan? One reason is that they earned the money and deserve it. Another reason is that it's like buying a horse with a lot of money.
Our Yuezhou Hospital is only at the vice-departmental level and is located in a small city. This is our disadvantage. If we want to develop and become a first-class national and internationally renowned hospital, we can't just build a few buildings.
The key is people. We need a large number of top talents. This time we went to universities to recruit, and many college students were willing to come to work in our hospital. This is a good phenomenon. When I first started working, how many college students came to our unit in a year?
The then-director, Comrade Gu Wei, tried every possible means to attract college students to work in our hospital, including improving welfare and building a new staff residential area. However, the best talents in the university still chose to stay in the provincial capital.
As for those promising young doctors and established experts, they are even less likely to choose to work in Yuezhou. We are currently training doctors ourselves and sending them abroad for further studies, but this is far from enough.”
It was rare for everyone to hear Chen Xia announce his policy agenda, so they listened very carefully.
Chen Xia continued:
"How can we attract talents to our hospital? First, we need to improve our own technical level. For example, we can cooperate with Xiangjiang Pumpkin Vine Pharmaceutical Company and many foreign hospitals to set up laboratories. This is one of our advantages.
But another thing is that our hospital must also demonstrate its strengths in revenue, which means paying out more and providing more material rewards. Don't just talk about dedication and ideals; people are smart these days; they won't be fooled by your promises.
Therefore, we must improve the income level of our employees, not be limited by rules and regulations, and don't be afraid of others' gossip. I want to increase the income of all employees in the hospital. I think none of the employees will object to this, right?
Another thing is that we need to clarify the reward mechanism. For example, we should start implementing performance bonuses. We can no longer treat employees the same regardless of how much they work. If they work hard, they should get more, while if they work hard, they can only get the basic salary. This will maximize the enthusiasm of employees."
The health system also needs to be mobilized.
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