歐萊德國際股份有限公司

This is a local brand founded on the principle of “green sustainability,” and it never leaves matters to others—the founder personally handled even the green architecture of the office premises, demonstrating an extreme degree of control over details and a high level of involvement. Inside and outside the company, it is almost like a miniature ecosystem, with four distinct seasons: summers are warm and humid, favorable to mold growth and mushroom proliferation, while also creating a paradise for insects to inhabit; winters are bitterly cold, with a harsh and solid environment capable of tempering all employees’ psychological resilience and will to survive. Here, the boundary between nature and humanity is blurred, ideals and reality intertwine, and together they create a unique corporate landscape.

N/A

All the basic benefits you would expect are provided. There is a spring banquet and employee trips (but only if performance targets are met, you are a senior employee, or the boss is in a good mood).

It is absolutely impossible to do only one specialized type of work—you can get involved in a great many things that originally fall outside your job responsibilities. :)

Senior management is extremely skilled at PUA and adept at belittling your abilities, making the work you spent time on sound completely worthless—even when it was something they told you to do.

They tell you A at first, then switch to B halfway through. Finally, when you submit B, they say, “You misunderstood me. I wanted C.”

You spend a huge amount of time writing approval requests and setting out your own opinions and ideas, which are passed up through layer after layer of management. But the boss only needs to answer with a 1 or 2; it does not matter what the managers in between chose, and there is no need to know why.

No matter how many mistakes are made, they are always the frontline employees’ fault. When something goes wrong, frontline staff take the blame; when there is credit to claim, senior management fights over it.

It is an extremely draining work environment, which gradually makes departments less willing to cooperate with one another—they only want to push work onto others. After all, the more you do, the more mistakes you can make; who wants to take the blame? If something goes wrong, senior management can just use PUA tactics to pressure you into working overtime to fix it. And if they emotionally blackmail you a little, you would not dare claim overtime pay anyway.

Senior management always says one thing and does another. When something goes wrong, they say, “I never approved that.” When there is credit to claim, they say it was all their idea.

It is supposedly fine to be understaffed, and it is supposedly fine for many managers to leave. They can always hire fresh graduates at low salaries to exploit. As long as they keep up the constant PUA and empty promises, they can make certain hardworking colleagues work themselves to the bone.

They constantly shout that every task must have an SOP, but when the boss gives an order, nobody actually follows the SOP—if they pressure you to rush something out, you have to rush it.

They keep saying they want to integrate AI into the workplace, and they put people who love using GPT on a pedestal. Do they actually understand that AI can only be an aid? Relying solely on AI will make your thinking duller and your sense of aesthetics worse. Please stop relying only on AI to create images and videos, and pay a little closer attention to the details.

Watching those people who only know how to flatter others is genuinely nauseating.

Anyway, a bunch of managers have left, but it does not matter. As long as there is a boss and a group of part-time workers, I believe O’right can still continue to thrive. Keep it up.

Does this kind of thing even exist?

They are always most concerned with employees’ etiquette toward managers. They do not do the actual work, but the flattery absolutely has to be done to the fullest.

Whenever passing through the company’s main entrance or leaving after work, employees must salute the company. If you do not salute, you will be corrected.

The reason does not matter. Protecting the manager’s image is more important than anything else.

Many things have no reasonable standards at all; everything is done according to the mood of the central management.

There are plenty of things to criticize. They say it is about saving energy, so they do not turn on the air conditioning—but does energy conservation not apply to the manager’s schedule?

Only people who have never actually worked here would think this is a good company.

Even if problems could have been anticipated, it does not matter. In the end, it is always blamed on employees’ lack of ability.

Or perhaps they think employees are stupid for not helping the manager anticipate potential problems in advance.

“Caring for the Earth” is a very good fig leaf. As long as those words are spoken, it does not matter how chaotic the company is.

They pretend to care about employees and are very good at whitewashing their own image. Then why is the turnover rate so high?

They can openly lie in meetings. Even when something has clearly been reported, as soon as they realize something is wrong, they say, “I’ve never seen it.”

The chairman loves to seek the limelight. By waving the banner of environmental protection, he can loudly claim that he is bringing glory to Taiwan.

He sees himself as a great entrepreneur, comparable to Tesla or Apple.

After many years, the only people left around him as his core advisers are employees who are exceptionally good at flattering him.

This is especially true at the central-management level: as long as you know how to flatter, the actual work does not matter.

The assistant cares particularly about job titles. They cannot be addressed merely as the chairman’s assistant; they are only happy when called the executive assistant.

Any successful matter is claimed as their own, while assigned tasks are privately pushed off onto others.

Are meeting minutes not something this assistant should handle? Yet the entire task is pushed onto other departments?

I do not know whether winning an award in Paris is impressive, but when it comes to caring for employees, they certainly could never win an award.

The result is an extremely high turnover rate. During reviews, they just blame everything on employees being inadequate.

Hiding behind others while badmouthing different departments is the norm.

Whether the work is done well does not matter; what matters is maintaining their lofty image.

They monopolize company resources and use them as much as possible whenever they want. Afterward, they even push responsibility for safeguarding the supplies onto other departments.

Anyone who still has a soul will be completely drained by working here.

You get to experience every terrible thing that can happen in a workplace, all at the same time.

The facts do not matter. In any case, they will be washed away with money and manpower.

Unfortunately, in the eyes of outsiders, because they have not received this treatment themselves, they can only follow the crowd in praising the company.

Cheap laborers or people with a strong submissive mentality are very well suited to working here.

Colleagues are easy to get along with

1. The boss acts like an emperor, is self-willed, and cannot accept opinions.

2. Bullying among internal supervisors is severe, with supervisors leading the bullying of subordinates.

3. The products emphasize being natural, but in fact they are not.

4. There is no overtime pay, and transportation expenses for business trips are also made difficult to claim.

5. They really like to invoke the company’s legal department to intimidate employees.

None

The company founder does not understand English, so whenever invited abroad to give speeches or when overseas clients visit, he must rely on his executive assistant, Lin Xiuling. Lin habitually verbally bullies new colleagues, is extremely conceited, and abuses her position. Anyone who takes a job at this company should be sure to deal with her carefully, as she is also a petty person.

The colleagues are easy to get along with

Freezing cold in winter and unbearably hot in summer

Incompetent managers rely on subordinates to do the grunt work

When something goes wrong, subordinates take the blame.

When there is credit, managers take it for themselves

It is fine for newcomers to come here to build their resumes.

People with experience generally do not stay

Colleagues are easy to get along with and willing to help one another.

The supervisors are all very kind and very willing to put effort into teaching employees how to become more refined people.

One particular person’s ability to pick fights for no reason has remained unmatched to this day. Their dodging skills are superb; it is definitely not avoiding responsibilities—things only become efficient when they are assigned to the right people. Work also has to match one’s identity and status in order to keep improving.

Extremely focused on formality, position, and workplace ethics.

To improve work efficiency, it is recommended that you understand your own identity and status before speaking. If you are not qualified, please study hard.

Don’t ask questions, and don’t think; that way, you can live more happily.

It operates on a system of letting employees handle internal conflicts themselves. It is definitely not a management problem; I have never seen such an efficient and dignified way of managing people.

Colleagues are easy to get along with and willing to help one another.

The supervisors are all very kind and willing to make an effort to teach employees how to become more refined people.

No

The colleagues are fairly easy to get along with

Poor cross-departmental communication; the company is very stingy

The company is a green building. A simple vegetarian salad is provided for lunch, and hot food and soup are served on one fixed day each week. Since it is a tourist factory, different groups of visitors often come for tours.

The company has good marketing and a positive image. It is more suitable for applicants who want to pursue a career in marketing, advertising, or creative work.

Although vegetarian food is provided as mentioned above, employees from each department take turns preparing it before or after lunch (for example, washing vegetables and preparing dressings). Washing the dishes, plates, and pots is also the employees' responsibility... Because the company promotes a green, environmentally friendly image, employees have to make some sacrifices in return. Even cleaning the restrooms is done by the employees themselves.

The company has good marketing and a positive image, but it is actually quite closed off internally. There is a big difference between its internal reality and its outward appearance. The organization lacks efficiency and communication, and cross-departmental communication is also poor. Colleagues are not very easy to get along with either—whenever you ask something, they say they don't know... otherwise, they give you a sour look. Even if you are very polite, it does not help... It feels as though everyone is under a great deal of work-related pressure. The work atmosphere is very dull.

Strictly speaking, this place is more suitable for newcomers, and the internal turnover is not low either. Still, you can learn things here, such as how to withstand pressure and how to follow instructions...

The people are fairly easy to get along with

The level of difficulty of the work is not proportional to the salary

Work is distributed unevenly

Sometimes what is said and what is done are two different things

If you really intend to come,

please prepare yourself mentally first

Most colleagues are easy to get along with.

Those looking for regular working hours may consider it (but it still depends on the department).

The salary and benefits are average.

The company generally does not pay overtime; it prefers to provide compensatory leave.

Employees have to split the cost of external training courses with the company (the company will cover the full cost only when the course exceeds certain time requirements).

Cross-departmental communication is very poor.

There is no good talent development program.