Workplace reviews and discussion: 欣樹企業股份有限公司

The factory is new and parking is convenient. There is a fixed NT$1,000 payment for each of the three major holidays. The company dinners are decent. Management is lax, and supervisors are very busy, appearing or calling only occasionally—good opportunities to practice patience and self-cultivation.

An old-school traditional manufacturing company with no clear rules; the boss has the final say. Supervisors are merely messengers. They are good at painting rosy pictures, but what you see is not what you get. Senior positions are all filled by insiders, and there are groups of relatives and friends among the colleagues. Walls have ears. There are no company trips or health checkups. Office equipment is outdated, and the company resists modern communication software. Products have no listed prices: they first find out how much the customer is willing to buy, then the company decides whether to sell. Information is relayed slowly. Negotiated unit prices are communicated by supervisors, and employees are absolutely not allowed to make their own decisions. Real-time inventory must be confirmed manually. Product quality is inconsistent. Although products are said to be made of natural materials, when customers complain, employees are expected to know how to talk them around. There is an annual performance review, but the company decides whether to ship the sale or not. Performance affects bonuses, yet only the basic salary is paid each month, with the remainder paid once at the end of the year. Labor pension contributions are made monthly, but the amount is deducted all at once from the year-end bonus and returned to the company. The year-end bonus is decided by the company and is not guaranteed.