功學社教育用品股份有限公司

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I urge job seekers not to be fooled by the image of the music industry.

This company is extremely poor.

The managers in particular are of very low quality.

The employees have also been made very twisted by the company.

The company culture is very fond of creating conflicts and spreading gossip—and it is the kind that involves fabricating rumors.

The pay is also relatively low.

Even the teachers at their own music schools have great disdain for the head office.

Really, don't waste your life going to an interview.

Stable, with an on-site kindergarten, which is convenient for parents caring for their children. The company’s concert hall is very high-end, but employees rarely use it except for company-wide meetings. There is an affiliated gym, which is great. Instrument lessons are also available. Overall, colleagues are easy to get along with, and most colleagues from other departments are also friendly.

A family-owned traditional company that calls itself a “Global company,” but the company as a whole is conservative and does not align with modern operations.

The salary is on the lower side of average (not high).

During the interview, they said there would be a work plan, but in practice they offer you junior-level pay while expecting you to do work that normally requires years of experience.

Managers pass the blame downward, paint overly ambitious pictures upward, and when problems arise, they do not acknowledge that their own judgment was wrong or that they made unrealistic promises. Even diligent middle managers are unable to make much headway. The managers’ management, people-leadership, and professional capabilities are not particularly strong, but they have very good upward-management skills.

The company (or management) likes to take advantage of outsourcing vendors over small savings, but little can be obtained when prices are pushed down, and there have also been several instances of falling out with outsourcing partners.

(However, there are also managers in other departments who are very nice and properly mentor junior employees.)

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Company managers generally lack a sense of responsibility toward employees: supervisors take the credit, while subordinates shoulder the blame.

They expect the horse to run without giving it any grass; the pay is too low.

If a supervisor targets you, they will nitpick over trivial matters. In the end, the accusations and examples do not even make it clear what the errors are, making them laughable and leaving people wondering how such a person became a manager.

Some people have 14 projects assigned to them, while others sit around waiting for work every day; capable employees are overworked.

During a new employee’s probationary period, if the manager dislikes or targets them, the period is repeatedly extended. When it approaches the end of the year after nearly a full year, they are told they were not accepted. Anyone who disagrees with or offends a supervisor will be targeted.

Factional infighting at the factory is intense. Even if you do not want to get involved, you will be affected. Few people genuinely get things done, and those who want to work are hindered by factional conflicts, making it difficult to do their jobs. This leads to talent loss, retaining the problematic employees while driving away the capable ones.

Employees praise you to your face but stab you in the back; by the time you find out, you have already been smeared beyond recognition.

Departments push work and responsibility onto one another, and employees within departments also pass the buck whenever possible. New employees receive the most work, and when something goes wrong, they take the blame.

They knowingly force through unfeasible decisions, causing losses, and make someone else take the blame.

There are few opportunities for promotion, let alone pay raises. As for evaluations, employee ratings are merely for reference; the result is based entirely on the manager’s rating. So if a manager has a bad impression of you or targets you, you will always be among those with the lowest scores. It is an absolute one-person dictatorship—just flatter your boss and you will be fine.

The concert hall next to the company is very upscale,

but few employees go to see performances there.

The company’s supervisors are generally quite irresponsible toward employees.

They invest few resources in training and, in recent years, have liked to boast about spending little money to find people who can contribute immediately.

Most mid- and senior-level managers are parachuted in, while new employees are usually assigned the worst jobs after joining.

Existing employees have no opportunities for promotion, let alone raises (starting salaries are below the industry standard, and raises are less than 3%).

The company is unwilling to invest more resources in improving the quality of its products (musical instruments), upgrading its technology, and keeping up with trends.

It only wants to bring in experts and new systems to improve the efficiency of each department.

In the end, many people only do things that benefit their own departments at the expense of the company’s interests.

Very few people in the company can actually perform music, and they are not valued. Supervisors just treat it as a talent—but we are a musical instrument manufacturer, after all.....

Although the company is still considered fairly good within the manufacturing industry, its conservative upper management makes it difficult for employees to have the freedom to perform.

The new training program introduced in recent years has made things even more chaotic. The departments did not coordinate properly, making things especially difficult for the people responsible for carrying out the work.

Also, the sales staff here do not receive performance bonuses.

The longer I stay, the more I feel that something is wrong. Please, anyone who is still thinking of joining, wake up quickly.