Workplace reviews and discussion: 古典玫瑰園國際股份有限公司

There aren't really any advantages. If I had to name one, the work itself isn't particularly difficult.

What the chairman says goes, but his personal, artist-like temperament is far too changeable. He may require one thing today and change his mind tomorrow—constantly reversing decisions.

The managers here are basically all single people without families who work overtime for free and devote themselves to the company, just so the chairman can see that they spend a long time at the office and they can thereby have a chance at promotion. Otherwise, the company basically has no promotion system at all; it all depends on your loyalty to the company, and the better you are at ingratiating yourself, the better.

The company often hires all sorts of high-level managers, but each manager stays for no more than 3–6 months (because of the chairman's honeymoon period)—they are even more disposable than part-time workers. During the honeymoon period, a newly arrived manager will carry out a series of reforms, and the chairman will approve them, forcing the people who were already actually working at the company to follow the reforms. However, although the company hires department heads, it does not hire department specialists, instead having people from unrelated departments carry out the work. This creates the awkward situation of having a bunch of managers but no actual executors. After the honeymoon period, if the manager does not have particularly impressive results, everything they want to do will be rejected by the chairman. In the end, the person will either resign or be forced out.

The company is unwilling to spend money on systems, so work-related communication is often conducted on paper, resulting in very poor efficiency. Even when a system was eventually introduced, it was a shoddy and even more inconvenient one.

The company does not provide gifts or cash for the three major festivals. It only gives out expired or soon-to-expire gift boxes that other people gave to the chairman and that he did not want, as a form of charity. The year-end bonus is even more completely devoid of any system: they say it is one month's salary, but it still has to be multiplied by individual and department performance, and no one ever knows how the performance ratings are determined. Even for the annual New Year and Ghost Festival worship ceremonies, the company uses its own products, then sends them back to the central warehouse to be sold in stores afterward. That should give you an idea of how much this company pinches pennies.

In one sentence: this is a traditional company in the food and beverage industry.