Workplace reviews and discussion: 美科實業有限公司

Close to home.

That's it.

But my home may not be your home.

The chain-smoking HR person mentioned in earlier reviews has been dealt with, so you don't have to worry about that. However, the saying that it takes more than a day for three feet of ice to freeze is absolutely true: one demon may have left, but there are still countless others.

1. First, as several veterans have described, you should take the 104 job description with a grain of salt. I usually don't get off work until after 8 p.m., and there are still quite a few people at the company at 7 or 8 p.m. You may even receive calls after you get home, and weekends go without saying. Work may be assigned from above at any time, and unfinished work is also done on weekends. What about overtime pay? Is anyone going to report this? I'm honestly too lazy to deal with it.

2. Job responsibilities are unclear. No one is responsible for many tasks, so when something is urgently needed, you'll be asked to help out temporarily—but afterward, that task becomes yours, and no matter how hard you work on it, it will never count toward your performance. When you decide to resign and inventory your current work in preparation for the handover, you'll find that 50–70% of it differs from the job description you were given during the interview.

3. Following from the above, when you're asked to take on work outside your job scope, refusing means you'll be told that you're limiting yourself and that your horizons shouldn't be so narrow; you're supposedly expected to try things with different job functions. The emotional blackmail is second to none in the industry. For example, someone applied for an accounting specialist position and ended up becoming a finance specialist (and was criticized for being picky about the work when they objected); someone else applied for an HR position and ultimately became responsible for general affairs, legal affairs, and facilities (and was still questioned about why the HR work hadn't been done well).

4. Management strongly emphasizes that there is a huge stage here for you to perform on. In reality, though, the script has already been written—you just have to follow it. Don't have so many opinions. When you raise an issue, it will be rebutted in a judgmental manner; but when the actual result falls short of expectations, they turn around and question why you didn't raise the issue for discussion in the first place. Are we really people who are difficult to communicate with? (Yes!)

5. Performance evaluations do not use forced distribution, resulting in inconsistent rating standards across departments. Some departments are already close to having outstanding ratings for nearly everyone, indirectly affecting the basis for the weighting of year-end bonuses company-wide. When an employee in that department who received an outstanding rating resigns, the department manager says that the person's day-to-day performance was actually not very good and makes no effort to retain them. (Truly at the cutting edge of the times!)

6. Those who know how to outsource work are called good team players with excellent coordination skills; those who seriously try to do their own work well are called heads-down plodders who are isolated from the outside world.

7. The workplace is very noisy. Sometimes people shout and holler like a cult organization, chant slogans, and big laughs must always be accompanied by clapping.

8. Favoritism is everything. For example, one employee plays mobile games during work, routinely shirks responsibility, and is difficult to communicate with; yet whenever they make a mistake, other departments are always the ones left holding the bag.