台灣賽默飛世爾科技股份有限公司 _Thermo Fisher Scientific Taiwan Co., Ltd.

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Does 陳世真 think that bringing Shelly and Chibo along will make things better?

Birds of a feather flock together—disgusting monsters.

Bully Janxt Chen

1. Cut off a person’s supplies first, then blame them for being incompetent

• Method: Secretly or by using power, deprive the other person of resources, opportunities, connections, or basic conditions for survival.

• Purpose: Push the other person into a desperate situation where even the cleverest cook cannot make a meal without rice.

• Hypocrisy: When the other person is unable to produce results due to a lack of resources, then publicly criticize their ability and poor performance from a moral or professional high ground. This is a classic case of “expecting the horse to run well while refusing to feed it,” thereby destroying the other person’s confidence and reputation.

2. Trap a person in a predicament first, then mock them for not striving

• Method: Set traps, devise rules, or create a closed environment that tightly confines the other person in an inescapable predicament with no choices.

• Purpose: Cut off every possible way out and leave the other person unable to move.

• Hypocrisy: When the other person has no choice but to compromise and settle for the status quo because of objective constraints, or is powerless to resist, then turn around and mock them for lacking ambition, not working hard enough, or having no desire to improve. This is a glib remark that completely attributes a “structural predicament” to “the individual’s lack of effort.”

After standing beneath the stage for a long time, it’s finally my turn this year.

Everyone competes to flatter the boss, so it’s very competitive, and the boss changes very often.

The Nangang office is clean and fairly comfortable.

Before coming, you have no idea what the atmosphere inside this company is like. Lifu has an underground customer service employee with no neck who is very incompetent and not good at English. They often throw their weight around in private simply because they have been there for so long. They are not usually responsible for other products either, and spend work hours just chatting. That department has a very high turnover rate. I hope future applicants will think twice!

At the beginning of the year, we moved offices to Nangang. Fortunately, I usually work in Neihu and don't have to see the boss.

The new supervisor came from Merck and has a very poor reputation in the industry. If you disagree with him, he targets you. He has poor emotional resilience and is very reluctant to take responsibility.