The Business Plan, adopted by the Executive Team pointed at the requirement to professionally empower the basic competencies on zone-to-zone functionalities, to provide adaptive solutions to interactive services, and to maintain end-to-end synergies.
That more-or-less meant, Zoli had to direct the departments to populate the Zones with the MOB after each other, starting with Zone 1.
That Zone was, in effect a North-West to South-East rocky hill with an elevation of a bit more, than fifty meters above “zero”, with mostly steep sides and covered with shrub and a few groves. Also attached to the Zone was a small plain of a few hundred meters width both to the East and the West, both sporting a small stream. To the North, the Zone also contained an Eastward sloping hillside, the corresponding hill belonging to another Zone. To the South, there was a deep valley, with Zone 2’s bigger hill on the other side. All in all, the Zone was around three by one kilometers.
Incidentally, the hill in Zone 1 had quite a big system of caves too.
The original, reassigned CEO felt it prudent to assign the murder of crows to the Zone and pack the caves with bugs and other cave-dwelling critters. On the other hand, most of the department heads agreed to implement solutions, where the customer base wouldn't face objectively dynamic challenges and issues with deploying back-to-back initiatives.
Zoli agreed, that deploying a flying team right at the start wasn't good customer service. He envisioned most of his air superiority teams closer to the Biome's Western edge, near the Mountain Biome. Fighting the flying Zone Leaders would be probably hard for newly trained special operations customers, and so wouldn't be fair.
Being unfair led the previous CEO to be relocated and reassigned, which Zoli tried to avoid.
Keeping in mind, that a Dire variant was stronger than a normal one, and a Dread variant was even stronger, the difference between Normal, Elite, and Boss, and finally Levels had a profound impact on the value of the workforce…
Well, it was true in any corporation. A simple intern, not even managing to claw its way out of the Worst 10% was termination material, while a Senior Customer Service Representative in the Top 10% was destined to stay forever in that position and do actual work, while people with actual social skills lead from the back. Or the Networking Area.
According to the Org Chart, Zoli let the respective Departments assign one family of Red Foxes to the Zone, promoting the family head to a Level 2 Boss, the maximum, that was possible at such an early Zone. As he learned from Dana, his HR manager, the Boss of each Zone could be twice the Level of the Zone number at most, and had to be at least the same Level. So, for example, Zone 45 could have a Boss in the Level 45-90 bracket. Of course, a higher-Level boss needed a higher upkeep… ehm… salary and benefits, then a lower one.
It was logical. Experienced leaders had to be paid well, and be given extra perks. For example secretaries. Or else, they went to the competition and sold your secrets. Or even worse, snitched to the press about your actually legal, but morally questionable practices. Like the time with greenwashing the heavy metal strip mine somewhere in Africa. It's not the fault of the company, that twelve was the legal age there and the planted birch forests in the Sahara don't survive a month!
Zoli firmly believed in a strong leadership team, how else could a successful company embrace bleeding-edge channels and energistically cultivate best-practice networks?
Simply because of his belief, he decided to hire only the best leaders for every last one of his Zones.
As for his newest Zone Leader, he could assign three perks for free – the Executive Team always capitalized the word for some reason, but Zoli didn't care if it was called a perk or a Perk. A perk was a perk; he heard, some companies even called company cars, living subsidization, travel expenses, eligibility to the company yacht other things, than perks, but they did the same nevertheless: giving the leaders of the company extra incentives.
Taken from Royal Road, this narrative should be reported if found on Amazon.
The Red Fox was too far down the corporate ladder to be eligible for the really nice perks, so Zoli had to settle for simple, pedestrian ones.
Since Zone 1 was his front desk, it was a good idea to provide the customers with a strong impression. Back on Earth, he would have hired a few decorative females (and maybe a few handsome males, so the company couldn't be displayed as sexist) to sit at the front desk and smile at everyone, but doing so in his new dungeon wasn't feasible. Sub-leaders, Agents, and Interns, though…
“Honored CEO, in order to embrace the cultural differences, and enhance inherent cross-functional leadership Skills, the executive team envisioned the core competencies for the new Zone Leader as Higher Initiative, Butcher, and Terminator," Dana informed him. Of course, he read the meeting minutes, so already knew the employment terms. He wasn't exactly sure, what those Perks did, but if the Executive Team thought, they were good, he had no problem picking them. Of course, if something went wrong, he could still reassign the manager, whose fault it was.
“Higher Initiative helps the Zone Leader to deliver compelling customer service faster." Colette from O&A informed him. Unnecessarily. Of course, Zoli knew, what higher initiative meant. Whole companies were built on the promise of utilizing impactful alignments, the workforce provided for free.
“Butcher gives the Zone Leader a much higher chance to seamlessly fabricate bleeding-edge Critical Hits. With his high Luck of 18, that would be 90% versus just 18%.” James, the head of Corporate Security added.
“Of course! Critical Success in competently fostered processes is a given. No company can market elastic, and distinctive imperatives without proactive professionality!” Zoli agreed with the choice too.
“Finally, Terminator scales delivered damage by four times." Ellen from Quality Management said. Zoli was satisfied with the work the Executive Team did – it was almost as good as if he did the work himself. There was probably time for granting himself a huge bonus for selecting such competent managers – and maybe even give the managers some smaller bonuses too.
Anyway, to strengthen the Front Desk, the Org Chart made allowances to promote the female of the Fox Family to either a Miniboss or an Elite – or in Zoli’s understanding either a Deputy Zone Leader or a Senior Agent-cum-Secretary. There were altogether four positions above Intern and Basic Agent, so technically he could promote almost the whole Family, leaving the rest of the Zone’s workforce at the most basic position.
However, someone (it was either HR, Customer Service, O&A, Quality Management, or Corporate Security, Zoli wasn't sure) pointed out the need to exploit the excellent niche markets the cave system provided.
In other words, he needed to place some Deputy Zone Leader or at least a Senior Agent there.
Elevating an Intern to such a position without previous work experience (say, a decade), or family ties to one of the Executive Team was impossible. What would the rest of the workforce think?!? Even the other Interns would get un-excellent ideas!
Zoli was reasonably sure, Foxes weren't living underground, and while he could have relocated one of the Snakes, repurposing it to be a Deputy Zone Leader, reimagining its core competencies, and redefining its growth strategies…
“Dana, post a job advertisement, and interactively deploy compelling relationships according to the valid paradigms!”
“Yes, honored CEO!”
“Also, consult the Org Chart and visualize the fungible solutions to populate the empty job slots at the front desk Zone!”
“Yes, honored CEO!”
With the delegation complete, Zoli now had time to chill out. Surely, his HR manager would be able to delegate hiring a Deputy Zone Leader, some Entry Level Agents, and Interns for the Zone to the rest of the HR department.
Anyways, before enjoying his well-earned free time, Zoli promoted the female Fox to a Level 2 Senior Agent, and the rest of the Fox Family to Level 2 Agents. Technically, they were working for the company even under the previous management, such dedication had to be rewarded somehow. So, either a promotion, or some award, that cost the company nothing, but the Agent still had the feeling, the Management knew, he existed.
Of course, the Management did not know, they only had a secretary with a constantly updated spreadsheet.
