元家企業股份有限公司

The manager of the department I worked in was very easy to get along with, and the relationships among colleagues in the department were also good. The company basically just follows the minimum requirements of the Labor Standards Act. Sometimes there are snacks in the kitchen refrigerator, and the company coffee is unlimited. Some people leave and then come back—quite a few employees have returned.

1. The company is currently going through a transition between the old and new management teams, with senior employees and members of management leaving one after another. As for the new management—what if Liu Bei’s son were in charge? You know what I mean. Liu Bei had Zhuge Liang; what does this place have?

2. The company’s turnover is also quite high; just look at 104 and you’ll know.

3. A manager in one department really likes to boss around employees from other departments and offer all kinds of opinions. They also enjoy playing mind games and act completely differently in front of and behind people. The various conflicts and power struggles between departments are exhausting for people who genuinely want to work.

4. The salary isn’t very high—enough to avoid starving, but not enough to feel well-fed.

5. Some senior executives don’t respect professional expertise, then expect others to clean up the mess afterward.

The manager of the department I work in is very easy to get along with, and the relationships among colleagues in the department are also good. The company basically just follows the minimum requirements of the Labor Standards Act. Sometimes there are snacks in the kitchen refrigerator, and the company provides unlimited coffee. Some people leave and then come back; quite a few employees are rehires.

1. The company is currently going through a transition between the old and new management teams, with senior employees and members of management gradually leaving. As for the new management—what if they’re like Liu Bei’s son? You know what I mean. Liu Bei had Zhuge Liang; what do they have here?

2. The company’s turnover rate is also quite high; just look at 104.

3. A manager in a certain department likes to boss around people from other departments and offer all kinds of opinions. They also enjoy playing political games and act completely differently in public and behind people’s backs. The various conflicts and power struggles between departments are exhausting for those who genuinely want to work.

4. The salary isn’t very high—enough to keep you from starving, but not enough to fill you up.

5. Certain senior executives don’t respect professional expertise and then expect others to clean up the mess when something goes wrong.

The HR person looks a lot like Di-mei.

After seeing that I had accumulated a lot of internship experience from university through before my military service, the interviewer instead thought I was a directionless newcomer who only cared about money and novelty.

They immediately asked, “Our company hasn’t given a raise in seven years. Would you be able to stay?”

You really need to be very patient when interviewing with this product planning department manager. I explained to her that salary is also a way of demonstrating a person’s value and discussed some ways to negotiate a raise, but she seemed to have the attitude of, “Our company simply hasn’t adjusted salaries for seven years, but I’m very capable, so if the company ever has to lay people off, I definitely won’t be one of them.”

If you can accept not receiving a raise for seven years and having a very blunt manager, you could consider applying for their product planning position @@.

Operates at the minimum standards required by the Labor Standards Act, but does not break the law

I was demoted to a line leader and forced out. I previously worked at the Qianzhen plant in Kaohsiung, whose name was YuanXiang.

1. New hires are initially assigned to fill out work orders, but if their work allocation does not align with the senior manager’s wishes, they are demoted to line leader; if they cannot perform as a line leader, they are demoted to operator. Although the pay does not change, this is used to make you feel aggrieved and increase and complicate your workload until you leave.

2. Senior managers personally involve themselves in everything and frequently rearrange production lines. They also estimate working hours based only on the highest-volume workload; if you do not finish after the production line is adjusted, it is considered your fault.

3. On top of that, department supervisors will then step forward and compete to take responsibility, seemingly to demonstrate their sense of responsibility. But if they had raised the issue with the senior managers beforehand, wouldn’t there have been no problem? In short, this is a scene that plays out almost every day.

4. Senior managers are highly suspicious, assuming that new employees secretly work overtime or slack off. Their criterion is whether the work was finished by the scheduled time. Please refer to point 2 above.

5. If you take a long-term view of the company, sales are low despite high throughput, and it continues producing inventory despite already having a large stockpile. Do you think the company has a vision? 2017 was a critical turning point.

In short, there are so many problems that I could never finish describing them all. If you live nearby, you could give it a try, but if you are not from this area and are thinking of applying, you might be better off calling Teacher Zhang—there may be something slightly better available. Even if you apply for a line leader position without experience managing a production line, they will still be quite willing to hire you.