Chapter 153 I don’t want what you think, I just want what I think

Author: quiet thoughts

Chapter 153 I don’t want what you think, I just want what I think

Oki is a senior sound engineer at Onkyo Corporation's Osaka headquarters.

As someone who has joined Enqiao since the 1960s, theoretically, based on his seniority, he should already be a veteran employee of the company.

This is indeed the case, but Damu always feels unsatisfied at work.

According to the annual merit system, he is already relatively high among the employees of the same company, but he is only at the top.

His immediate boss, Tomura, joined Onkyo only a year earlier than him, but is now the chief sound engineer.

However, Omu actually didn't think much of this so-called chief sound engineer.

Onkyo launched the split desktop audio ST-55 and the 4-speaker stereo combo audio MC2200 in the 1960s, which were enthusiastically welcomed by the market.

The launch of these two products has made great contributions to Onkyo's transformation from a single speaker manufacturer to a comprehensive Hi-Fi audio brand.

Ohmu, who participated in the design of these two products and once led one of them, is still just a senior audio engineer.

On the other hand, Tu Cun, who had joined the company a year earlier, relied on his ability to flatter others and had one year more merit than Damu, so he unceremoniously took the credit for himself.

So Tomura became the chief, while Oki, who was focused on technology but relatively clumsy, was still only a senior sound engineer, and he had been there for several years.

Originally, according to past habits, days like this might have to continue until Tomura retires or Omu retires himself.

But a recent phone call from Tokyo caused ripples in Da Mu's stagnant heart.

"Dingling bell~"

Damu, who was full of thoughts, was suddenly awakened by the ringing of the phone on the table. He pinched his eyebrows and temporarily put aside his worries and picked up the phone.

"Moses Moses?"

"Damusang, it's me, Ken Inoue."

Hearing the familiar voice and some familiar names, Da Mu was suddenly startled. He subconsciously raised his head and looked around, and was slightly relieved when he saw no one in the office.

"Inoue-san, why did you call here?"

Inoue Ken had contacted him once before, but that was at home. Like today, this was the first time that he made a direct call to his office.

"I'm sorry, please bear with me, Omu-san. But there is absolutely no need to doubt the sincerity of Shirakawa Electric.

As mentioned before, if Damosang comes to Shirakawa Electric, his salary will be doubled on the current basis.

In addition, the chief engineer of the Shirakawa Electric Audio Production Department is also vacant."

It was this damn condition again, and Da Mu's heart beat hard.

The last time the other party offered the same conditions, Omu was so shocked at home that he almost couldn't hold the teacup in his hand.

The salary will be doubled directly, which is really a generous condition.

Oki's current annual salary is only about 6 million yen. This is only because of his high annual merit at Onkyo that he can get such a high salary.

For an ordinary sound engineer, it would be good if he could achieve two-thirds of his performance.

But now Kenichi Inoue's offer has doubled, to 12 million.

12 million, even Enqiao’s chief engineer doesn’t have this price.

According to the information that Ohgi himself knows, his immediate boss is Tomura-san, whose annual salary is only about 9 million yen.

What's more, he also has the position of chief sound engineer that he has always dreamed of and has always been obsessed with.

Ken Inoue offered various attractive conditions, but Oaki was still tangled in his heart.

He was a bit reluctant to give up on Enqiao's years of experience. The more than ten years of corporate service and various benefits he had managed to get into would basically be wiped out once he changed jobs.

Today's Japanese companies, especially large companies, implement a lifetime employment system in their employment system.

In terms of salary distribution, it is implemented based on the annual merit sequence system.

Lifetime employment system, needless to say, almost all companies have this employment system.

Even for the current Shirakawa Electric, although the company's articles of association do not specify a lifetime employment system.

But it basically operates according to this model, and almost no employees have been laid off.

The influence of tradition is too great. Once Shirakawa Kaede implements a fiercely competitive elimination system.

This will not only cause uproar among employees but also cause instability in people's minds.

Even the local government will find trouble with Shirakawa Electric. At this time in Japan, the cost of firing an employee is too high.

Therefore, Shirakawa Kaede had no choice but to make no explicit provisions, but in fact it still operated according to the lifetime employment model.

As for whether it can change in the future, we may have to wait for the wave of trends after the bubble.

The merit sequence system that Damu values ​​​​is a bit complicated.

The so-called merit-based system is a wage system in which companies increase their wages year by year based on the employee's age, length of service in the company, educational background and other conditions.

Theoretically, the older you are and the longer you have worked in the company, the higher your salary will be.

However, these wages are entirely determined by the company and have little to do with the quality of the employee's work, that is, personal merit.

This is also the reason why Damu has led the development of popular audio, but has always been at the bottom of the earth.

Just because Tu Cun joined the company a year earlier than him and his annual merit is higher than him. Therefore, whether it is salary or position, Da Mu can only succumb to Tu Cun.

It sounds a bit contradictory, because the niangong system limits Da Mu's footsteps, but he is reluctant to leave.

In the final analysis, it is because the time cost he invested in Enqiao has already been too much.

Although the annual merit system limited his pace, it was more stable and ensured harvests despite droughts and floods.

After more than ten years, he has stood in front of most people, and as his working years have increased, his annual salary increase has been relatively considerable.

And once he leaves Enqiao, the cost of the more than ten years he spent in front of him will be instantly wiped out.

In the final analysis, although the seniority system limits the enthusiasm of more capable employees, it is still very attractive to most employees.

Just when Omu was struggling with his seniority and high salary and high position, Ken Inoue, the other party on the phone, added fuel to the fire at the right time.

“Damusang, Shirakawa Electric has always adhered to the people-oriented principle and implemented the ability-based wage system.

With Damosang's accomplishments in the audio field, an annual salary of 12 million is just the beginning.

In addition, if Oki-san can bring a breakthrough in audio technology to Shirakawa Electric.

SIC, a subsidiary of our company, can sign a certain amount of dividends with Damosang."

"Dividends from dry shares?!" Damu couldn't hold it back and almost exclaimed.

But even Ken Inoue on the other end of the phone could hear the rapid breathing clearly.

"That's right, it's dividends from dry shares."

Ken Inoue, who was well aware of the other party's interest, seized the opportunity and began to explain SIC's equity incentives to Damu in detail.

Of course, with Damu's current level, he can only receive dry stock dividends, which is not the same as the shares in the option pool.

Dividends from dry shares can generally only be regarded as virtual shares, and are set up by SIC to attract talents.

It only has the right to pay dividends, has no decision-making power, and does not participate in the company's operations.

When you resign, your shares will automatically disappear and you will no longer participate in the company's subsequent dividends.

The shares in the option pool are real, except that they cannot be freely traded according to the agreement.

It also has the rights that other shareholders can exercise.

But even so, when Da Mu heard the words "dividends from dry shares", he was still so excited that he couldn't help himself.

Although it is a dry stock, at least it is still a stock.

Think about his treatment at Enqiao, and then think about whether other companies would offer him such conditions as dry shares?

The answer is obvious, those who work will always be those who work.

If we can get dividends from dry shares, it will be a qualitative leap for Damu to some extent.

Moreover, the other party also promised that as long as he can continue to bring breakthroughs in audio technology to Shirakawa Electric in the future, then the talent option pool is not impossible to consider.

Damu is still very confident in his audio technology capabilities.

Therefore, the promised benefits are no longer extravagant hopes, but tangible and tangible.

"Inoue-san, please let me think about it for two days. No matter what the outcome is, I will definitely give you an answer in two days."

In terms of conditions, there is nothing dissatisfied with Damu.

His only concern now is what kind of company this company named Shirakawa Electric Co., Ltd. is.

In fact, he had heard of the name Shirakawa Electric, and their Walkmans were very popular recently.

But Onkyo makes audio speakers, even though they are in the same field.

However, if we segment them strictly by product, not all of them are peers.
To be continued...