Help all mankind

Chapter 27
The exploration of super glass has come to an end. Before getting the news from the Institute of special equipment, Liang Shicheng does not intend to produce blindly.

Super glass has high requirements for living conditions. It can not be put into production quickly with ordinary glass factories. Instead, the client goes to the domestic electronic chip wafer factory for investigation. There is no chip manufacturing in China, and the scale is not small. It is only mainly concentrated in the field of low-end old technology, which is good at output and cost advantages.

Liang Shicheng still takes time to check his points page from time to time. During this period, the growth of points has been more and more slow. Last time, he consumed the technology of exchanging 200 points for super materials. At present, 81.2 points are left, which is far from the 400 points of the next technology [universal editor].

In recent days, he has made a major discovery that his operation interface has changed. The [mode switching] on the home page has been opened. After clicking it, he can switch the property panel displayed by the surrounding people, that is, he can see more kinds of attribute values of others.

Sure enough, a person’s attributes cannot be represented by those five values, and a person’s work efficiency is only one of his many characteristics.

Personality, imagination, creativity, there are also great differences between different people, and these characteristics can also be measured by other attribute values.

For example, Wang Kai’s work efficiency usually does not exceed 30%, but his importance to Liang Shicheng is much more important than an employee whose work efficiency exceeds 50%.

No matter how efficient an ordinary person is, he can’t take over the role of scientific researchers. Even if he is locked up for a hundred years, he may not be able to solve a problem that a mathematician can solve in three days.

After entering the [mode switching] interface, there are two options.

One is ”conversion of work efficiency into value”, followed by a remark, short-term attribute value.

The other is [work ability value], followed by a remark, long-term attribute value.

After the mode is adjusted to work capability, the previous five attribute values are no longer displayed. Instead, the other four attribute values are displayed, and their descriptions appear in the mode switching interface.

[thinking plasticity] reflects a person’s ability to change ideas, accept new ideas and learn new knowledge. The higher the value, the higher the learning efficiency.

The way to improve the plasticity of thinking is to have a happy mood and a cheerful personality.

Happiness makes people open-minded, dare to accept different ideas, and even improve their memory.

[brain development degree] reflects a person’s reserves of knowledge in different fields and also reflects a person’s IQ. No matter learning any knowledge, this value can be improved, but repeated practice of the same type of knowledge will not improve the value.

[instinctive efficiency] it reflects a person’s ability to complete one thing immediately without thinking, commonly known as muscle memory. This attribute value can be improved by repeatedly practicing the same type of skills.

However, the increase of this value will inevitably lead to the decrease of [thinking plasticity] and [brain development].

Please adjust it according to the actual situation.

[differentiation] reflects the irreplaceable nature of a person and its potential impact on the world.

The higher the value, the more it can change the world. When the value exceeds 0.002, it can enter the seed list.

Protect and give the seeds the necessary facilities so that they can exert their influence on the world as much as possible, and they can get a lot of extra points.

On the contrary, killing seeds will deduct a lot of points.

After reading the introduction, the system is particularly user-friendly and gives a lot of tips, which can reduce the exploration time to a certain extent, but there may be different opinions on how to operate.

Liang Shicheng still took out his mobile phone and took a picture of himself in the state of interest screen.

[thinking plasticity] 32%

[brain development] 61%

[instinctive efficiency] 11%

[differentiation] 0.0102

It seems that there is still a lot of room for improvement. Liang Shicheng guessed that if you can improve these attributes, you can get integral rewards. At the same time, if you can improve these values, it is also an important reward.

Intelligence and IQ are originally a very vague concept, but if they can be divided into different aspects and see their changes intuitively, they can find the best way to improve them, so Liang Shicheng is ready to take action immediately.

Then he went back to the company and pretended to work. The actual purpose was to observe the new attribute values of employees.

Now the ordinary employees in the company don’t know Liang Shicheng’s current identity. They just know that he has just been promoted and find that he has asked for leave more and more frequently recently.

Liang Shicheng’s team had a project to develop image recognition, which has been used for more than half a year. He is the key person to complete the project and is responsible for the core work.

In short, it is to decompose a super complex and difficult problem into a lot of simple problems. Liang Shicheng’s job is to understand the problems, find solutions, and then split the problems. Finally, his employees only need to solve these simple problems.

For technology companies, the resignation of the core figures in a team can delay the progress of the company for a long time.

Therefore, he plans to stick to the completion of the whole project, and then find a reliable new leader for his team.

Back to his job, Liang Shicheng observed the attribute values of the employees while they were concentrating on their work.

Lily’s new attribute value is no different from that of other employees, which can roughly represent the average level.

[thinking plasticity] 12%

[brain development] 29%

[instinctive efficiency] 35%

[differentiation] 0.00000000157

The situation of little girls is a little special.

[thinking plasticity] 37%

[brain development] 8%

[instinctive efficiency] 21%

[differentiation] 0.00000000219

In short, they are much worse than liang Shicheng’s own attributes, which is why as long as his work efficiency exceeds 30%, he can achieve several times the efficiency of others. It seems that the new attribute value can really reflect a person’s work ability and IQ.

Liang Shicheng took out a notebook, recorded the new attribute values of all employees in the company, and began to analyze the laws. After all, most of these people know Liang Shicheng and understand their character.

After a day’s research, Liang Shicheng easily summarized the characteristics of those with high values, asked them for advice, and finally taught the summary method to the employees.

However, this move seems not to work well this time. There has always been no increase in their new attribute values.

All this was expected. Liang Shicheng looked at his attributes on the mobile phone screen. His new attribute value was much higher than that of the people around him, and he couldn’t give a reason.

It seems that if you want to improve these values that can determine IQ and ability, you need to find another way.