The hardware equipment is decent.
A one-man-show organization where those who are good at flattering get ahead. No professionalism or ability is needed. I genuinely do not recommend it.
A place where you can take a quick look around while searching for a better opportunity.
Relationships among colleagues in the business division are tense
Colleagues bully one another
Management is completely ineffective
I strongly advise those considering joining to think twice
Rather than a foundation,
it is more like a family business
When the top is crooked, those below follow suit
The理念 is excellent～The social workers and organization supervisors who directly serve on the front lines are all very thoughtful and capable of putting ideas into action.
1. There is a lack of mid-level managers. The chairperson and deputy executive director are accustomed to managing front-line staff directly.
2. They expect mid-level managers to take responsibility but have no intention of providing training or resources. There is simply no time to manage, and authority is not delegated. Because the senior managers’ workload is too heavy, problems can only be discussed and coordinated at some very unreasonable times. If you are someone who really needs to separate work and personal life, these managers are not suitable for you.
3. Certain senior frontline employees can communicate directly with the highest levels of management, while upper management allows these people to engage in power struggles in the office.
4. The chairperson has very poor boundaries with certain employees and seems to enjoy being treated like a parent by employees, without any awareness of organizational management or levels of authority. It is fine to let their child come work at the organization, but the entire office is expected to treat her as untouchable, and no manager wants to lead her. The chairperson only wants to use work to bind the child and repair their parent-child relationship (the kind of behavior that anyone with some work experience can see through).
5. People who simply want to get things done find it very difficult to work, because the organizational culture depends heavily on whether you can get along with and flatter certain office favorites or the chairperson and deputy executive director.
It is a great pity that the frontline staff work so hard. If the highest levels continue to manage directly whenever they want, but then only criticize the mid-level managers afterward, it leaves people who want to work feeling powerless. The organization is also unable to develop mid-level managers internally (frontline staff have now become people who only act when upper management issues instructions), and it cannot accommodate professionals from outside. The administrative support units will be very difficult to save, and this also stifles professionals who genuinely want to contribute to social-welfare administration and support.
What I learned from this experience is: “When you go to an interview, the more urgently the other party seems to want you, the more cautious you really need to be.”
....
I don't know what the advantages are. It often feels like outsiders are leading insiders. The deputy executive responsible for overseeing many different departments is frequently nowhere to be seen during working hours. In meetings, they offer vague encouragement or unprofessional advice, and occasionally boast about being a rare marketing and sales talent. Where does that confidence come from?
Although it claims to be a charitable organization, it still places a great deal of emphasis on sales performance and gross margins. It is busier than anyone during holiday periods. In the past year, it even required holiday sales products to be kept as close to zero inventory as possible. Previously, it said that campaign-period sales were the business division's responsibility, but after the former supervisor was forced out through internal political maneuvering, it became everyone's responsibility at the foundation. Many things are plainly visible, yet it is hard to know what to say. Many personnel matters and decisions are based on feelings. Although it is supposedly a charitable organization, senior executives frequently orchestrate all kinds of cutthroat internal infighting.
I happened to meet colleagues who shared the same values.
But later, everyone resigned as well.
When things are busy, you may work for more than seven consecutive days (an overt violation of the Labor Standards Act). However, the attendance system records it as if it were legal.
An organization that is very good at marketing and packaging itself,
but does not genuinely care about the people it serves.
As a senior helping professional, this was the first time I told my friends and acquaintances not to donate to the organization I work for. They should not buy our products either, because the employees are exploited far too much.
I once heard someone say that working in social welfare is the most ideal job in the world, because you can earn an income while helping others~
That was how I entered this field. Here, whenever I become so tired from work that I start questioning my life,
I like to spend time with the participants (service users) who receive services here. They always express their affection for and acceptance of others without reservation.
I also like observing the frontline social workers and care instructors, watching their patient, diligent, and tireless conversations and interactions with service users. It often fills my heart,
so many small disappointments and trivial, messy matters are no longer enough to trouble me.
There is no centralized office; the offices are scattered in different locations.
I worked in the foundation’s logistics unit here for more than two years.
Seeing the frontline work still moves me deeply,
because everyone genuinely cares for the service users.
And based on the feedback from the service users and their families,
it is clear that the foundation has helped them.
When I left as part of my career planning,
I had grown considerably in my professional skills.
And at least during that period,
I also encountered the most open and unreserved managers and senior executives of my career.
So working here was a pleasant experience.
I have even stayed in touch with my former supervisors after leaving.
Social welfare organizations face many inherent limitations.
When they try to expand, they are constrained by funding and staffing.
They also face issues of public perception (and sometimes even inherent prejudice).
Often, people do not see the whole picture and judge based only on a particular period.
But in the long run, as services become more diverse and the number of people served increases,
that should be enough to show that the foundation is still moving forward.
No job is perfect.
But for me,
as long as the foundation maintains its commitment to helping others,
and the people it serves receive tangible assistance,
then it meets my expectations for this work.
What advantages are there?
Overtime is not paid; you can only take compensatory leave. You are even told that if you do not agree with this, it means you are not suitable and should leave as soon as possible. Every department has its own problems.
The business division works overtime until very late every day, especially during the three major holiday seasons. They make people fold paper boxes like crazy. Then the purchasing costs are high, so the gross margin is basically unprofitable. The deputy executive also has an inflated sense of self, thinking their performance is very good, and spends all day exploiting the employees below them.
The deputy executive of the marketing and sales department only ever talks and never cares what the employees below are busy with. They are usually nowhere to be seen and only show up for meetings. When employees report problems, the first thing they do is criticize the internal staff; otherwise, they just go in circles talking about irrelevant things.
The accounting department used donations to buy houses and even falsified the accounts. Every day, you can hear the supervisor hysterically berating the employees below them, as if scolding children. It is very unpleasant to hear.
Front-line workers are also paid very little, while some supervisors are in charge of several units at once. Where exactly are the public’s donations being used? Why doesn’t the government come and investigate?
The benefits are poor too. Can anyone stay at a foundation like this? Fortunately, I have already resigned. I also advise those who have not yet resigned not to keep enduring it—leave as soon as possible!
The year-end banquet was quite good, and there was a raffle.
The environment is poor and the atmosphere is very unpleasant. The air is filled with the smell of gunpowder. The supervisor's professionalism is very average. Despite having a high level of education, they lack quality and manners and are very arrogant. The supervisor often verbally abuses employees and disrespects them, using very harsh language. The disability center is located on Section 1, Chongxin Road, Sanchong District.
None
1. The position you interview for is one thing, and the actual job is another. It is considered normal to do work beyond your own responsibilities (holding multiple roles at once). Overtime is a performance indicator, but not claiming overtime pay will earn you even more praise.
2. An externally appointed manager who knows nothing about management (claiming to be from a major company) tells people to do whatever comes to mind. There are no real processes in the company’s business unit. During holidays, you may see the manager folding boxes simply because they do not know what else to do. Colleagues often work overtime, while the manager finds an excuse to leave early.
3. I have encountered situations where employees were required to periodically reply with what their job responsibilities were (Was the job description discussed during the 104 interview just for fun?).
4. The deputy CEO asks employees, “What are you doing?” all day long.
5. If a new employee has not gotten the hang of things after a week, they will be scolded and told to pick up the pace.
6. If you want to better understand the nature of the work, you can search for “fines for violating the Labor Standards Act”; they are all publicly available facts.
7. The business units under the public-welfare organization do provide performance bonuses, but they are paid very late (given according to someone’s mood).
Because I have seen many serious, dedicated colleagues leave, while newcomers receive no guidance and are still … it is truly pitiful. You need to be mentally prepared before joining: the public-welfare organization itself is a public service, so you should treat yourself as a volunteer.
Overall, the company has many good frontline employees, as well as dedicated sales and marketing departments. Having independent brands for its products is also a great idea.
Unfortunately, it is a shame that many positions, such as those for middle-aged people re-entering the workforce, are occupied by people who hold managerial roles. They frequently make poor decisions and make shocking statements. The entire organization’s room for growth is essentially restricted by the managers’ level of professionalism. Although there are quite a few talented frontline employees, the company always seems to make the brilliant decision of promoting managers who have bounced back from failure or parachuting them in from outside. Senior management never understands what frontline employees are busy with, and they always think that everything overseas is better.
People who don’t understand management and can’t get things done can become managers. Very inspiring.
In the future, I won’t want to donate money to an NPO anymore, saving a sum of money.
In the future, when I meet someone I dislike, the first thing I’ll do is recommend that they come work here.
High employee turnover, leaving no time to build workplace friendships with colleagues.
None! Really none! Extremely poor!
1. This foundation posted a job opening a year ago and invited me to an interview once, but later ghosted me.
2. This year, the position was advertised again (indicating high staff turnover). Since my current position at my company was not what I had expected, I chose to resign and look for another job. So when I received the interview invitation by phone, I had already briefly described my current unemployed situation and what I had experienced when applying there previously, hoping they could carefully assess the kind of person they wanted to hire. However, the other party insisted that I go there again. I thought, since I had also confirmed that I could work in the helping profession, why not give it a try?
3. On the day of this interview, the interviewing supervisor kept saying, “Didn’t you say at the time that you weren’t coming and that you were going somewhere else?” (I never said that.)
The formal interview then began. First, they had me fill out basic information. Later, a female supervisor who was mainly responsible for marketing came in, along with a young woman who looked quite junior and was probably a department colleague. During the conversation, they asked about various aspects of my past, so I explained why I had left my previous company, my approach to work, and so on. (I had also briefly mentioned these points during the earlier phone invitation.) Moreover, the supervisor interviewing me was not even going to be the future supervisor for this position; she was only temporarily helping with the interview!!!! Then, this female supervisor repeatedly emphasized that “Down syndrome organizations have no money”—asking how many media resources I could bring in, how much online marketing I could do for them, and how much benefit I could bring to the department because they had no money. It was essentially an attitude of trying to squeeze the person doing the work dry.
As the interview was nearing its end, this female supervisor asked the young-looking female colleague beside her, “So, what do you think? Does this person meet what we’re looking for?” (I wondered to myself: What exactly are you looking for? As the supervisor, shouldn’t you know?) Since this foundation had ghosted me in the past, I emphasized several times at the end of the interview that I hoped they would notify me regardless of whether I was hired. (I had also mentioned this during the initial phone invitation, and the person I spoke with had promised to notify me.)
Okay! More than twenty days passed. Feeling that I had waited long enough, I decided to email them to ask about the interview result.
They replied that, first, they criticized me for committing a major workplace taboo by discussing the shortcomings and inadequacies of my previous company during the interview, which led them to decide not to hire me. I was completely speechless!!! Second, they said the decision not to hire me had been made by multiple supervisors, passing the responsibility around and washing their hands of it—come on, it was just you.
It’s fine if you don’t hire me—but not only did you break your promise, you also emailed me saying that I had committed a major workplace taboo!!! I really wanted to ask her: When I was smeared and exploited by my previous company, did you have any empathy? Besides, I had also offered suggestions and ways to improve based on what I had experienced in the past~~~
I sincerely, truly, truly advise everyone not to become a subordinate of a marketing supervisor like this!!!! As others here have shared, the marketing department at this foundation only knows how to talk and is not genuinely advocating for disadvantaged people~~
I really advise you not to work in marketing here!!! Seriously, don’t go~~~ Besides being unable to afford even a banana peel, they also expect you to burn yourself out.
The CEO seems like a very nice person
The office is very cramped
You can learn the importance of communication skills from your supervisor.
Overall, it is a social welfare organization with a serious culture of sycophancy.