Benefits comparable to Wistron’s, with a spacious office, photography studio, café, and more.

1. Senior management is treated as sacred and beyond question. Even when informed of the department’s current difficulties and the assistance needed, they will still go around in circles to argue that it is something the department should solve itself and that management should not provide solutions (in reality, they simply have no ideas).

2. Managers’ main function is to relay information from above. Because senior management has no ideas or strategy, directives change from day to day, while department-level managers only pass these directives down without providing subordinates with much additional explanation or context. Most of the time, they simply say that it is an instruction from senior management.

3. Some managers transferred from the Institute for Information Industry and have strong bonds from their revolutionary days together; no matter how many things go wrong, it will absolutely never be their fault. Even terrible performance cannot possibly be their problem.

4. Senior management is very fond of telling employees that the department is on the verge of collapse, performance is poor, or the company is going to shut down. Framed appropriately, raising a sense of crisis can indeed be effective, but after encountering senior management that says this every two or three days, all you feel is intense emotional coercion. The key issue is that senior management has not proposed any concrete approach to lead all employees out of the difficulties.

5. Some long-serving employees have a strong subservient mentality. Even though they know the workplace atmosphere and internal operations are poor, they can only shrug helplessly and continue tolerating senior management’s ever-changing directives.

6. The company was established around ten years ago, but few people still know its brand. It is unclear what problems have occurred in the company’s operations over the years.

7. Cross-departmental collaboration is poor. Senior management has always known this but has done nothing, considering it a minor issue. However, when performance is poor, it is brought up as a target for venting frustration. When conflicts arise, because certain departments are favored, any fault will be attributed solely to the other departments.

8. The performance bonus system changes whenever management feels like it. I have never seen a company announce a change only when it is time to pay the bonuses. I do not know whether it has been fixed now.