Workplace reviews and discussion: 天下雜誌股份有限公司

1. The company often offers group-purchase discounts from large companies. Although they are not necessarily good deals, they provide many opportunities to make purchases.

2. There are opportunities to receive free books, but only physical books are available; there is no e-book option.

3. Because the company has a large number of employees, it is very suitable for E-type people to make friends (?

4. You do not have to work specifically at your own desk, as long as others can find you.

5. The company eliminated physical telephones, so you can use your own mobile phone or the web to communicate. Although calls are still often missed, you can use wireless earphones to make calls and reduce the clutter of desk phone lines.

6. Although all of the company’s processes move very slowly, it provides access to Uber for Business, making it convenient to arrange and reserve vehicles.

1. I have high standards regarding workplace culture and expectations for a company’s corporate culture. I expected the work environment to align with the brand culture, and I had strong confidence in the company’s media positioning and a deep sense of corporate social responsibility regarding the work it does. However, after joining, I discovered that CommonWealth Magazine is a very traditional organization. It claims to practice flat management but fails to implement it. Its handling of sexual-harassment incidents, employees’ personal-conduct issues, and similar matters are things I find difficult to accept.

2. I applied for an advertising-planning position, but in addition to media operations, it also involved planning and executing events. My views on what matters in event execution differed from those of the company. They kept saying that their standards were very high, but I could not see any standards—only chaos, with no one providing leadership or aligning everyone around clear standards. All I saw was managers talking about lofty standards without actually establishing them.

3. I thought the year-end career-planning survey was excellent, but the outcome-oriented result was unexpectedly an internal, bizarre learning map. I think the key issues were that employees’ feedback was not being heard and that there were no standard SOPs....

4. The entire department is actually relatively unfriendly toward planners. It seems as if planners are not important, but merely responsible for writing proposals and providing no value. Nothing employees raise in the hope of improving things is considered important.