侏羅紀股份有限公司

A very kind colleague asked me to leave a positive review if I managed to resign successfully. I’ve now made it out safely, so I’m fulfilling that promise.

There is a lot of jewelry knowledge to learn, and you can see genuine examples of various stones. Afterward, whenever I passed other jewelry stores, I could tell at a glance what kind of stone and cut something had.

There is a monthly employee-meal allowance, which can be used to order bagels. The bagels from that shop are delicious, although other colleagues often take the wrong order when they arrive, haha.

The under-counter water dispenser is very convenient.

There is air conditioning.

After the woman who cooked the meals was injured, they bought a robot vacuum and hired external cleaners, so no one had to sweep 700 ping every day anymore. After this adjustment, there were slightly fewer cockroaches.

The cloth used for wiping windows is very effective.

The fingerprint time-clock used by headquarters employees is very convenient.

The auction department colleagues are all exceptionally good-looking and very stylish. The writing in the magazines is also quite good.

Every colleague in the advertising department is an incredibly capable superhero, and they are all very smart.

You can meet some clients at the very top of the social pyramid.

I made quite a few friends who were easy to get along with or highly capable.

There is a small Yamaha grand piano. I heard it might be replaced with a new piano; I hope they will consider a Petrof. Its tone is warmer and seems like it would suit the venue better. Ah, but I’ve already resigned, hahaha!

Personally, I believe pets are family members too. Since they are family, the boss’s own pets should be taken care of by the boss’s family members. Even if they are cute, the boss’s family should be responsible for cleaning up after them, feeding them, taking them to the vet, and so on.

There are many high-intensity challenges. If you can avoid being a liability here and instead mostly serve as someone who saves the day and gets things done, that means your abilities are strong enough that you can find other options anytime just by opening your résumé. As a result, turnover is relatively high, and handovers between old and new employees are often incomplete.

Resolving karmic debts with aggrieved relatives and creditors

This is the place to resolve karmic debts with aggrieved relatives and creditors: fighting monsters and leveling up, cultivating your character, shortening your lifespan, and enduring emotions. After experiencing countless battles, wherever you go, you will cherish your blessings.

Being capable here is not a good thing, because everything will become your responsibility.

Being highly competent here is not a good thing, because once you take something on, it becomes your responsibility.

Having lots of ideas here is not a good thing; without a budget, it is hard to get things done.

Don’t think that doing your assigned work well here means you’ll be fine. How could constantly changing things not cause trouble?

Don’t think that things here have nothing to do with you. When someone goes crazy, who gets off scot-free?

Don’t think that responsibility here is a good thing—you’ll only be allowed to attend your own memorial service.

Close to home

I came across this online: six traits of exploitative, old-fashioned bosses who aren’t worth following. After reading it, I was truly left sighing in disbelief.

They include: poor emotional management; taking advantage of people without paying them; pretending to be poor despite clearly making money; having no ideas but constantly changing decisions; exploiting employees and making one person do the work of five; and pushing employees to take the blame first when something goes wrong. How many do you think apply?

“His Majesty is wise, and employees remain silent.” Here, promises are a joke, constantly changing decisions are the norm, systems are merely for show, and being publicly listed is just an empty slogan. They say all day that learning is for your benefit, because what really benefits them is getting away with not paying overtime.

There are eunuchs who are disrespectful despite their age, departments that cannot function, an appalling lack of judgment about people, an emotional management style, a captain who leads the crew in doing unpaid work, and an atmosphere of constantly shouting about losing money.

How many companies give good reviews to the people who leave?

And how many employees who leave give their company a good review?

Everyone who escapes is radiant, glowing with vitality, healthy, and blessed with good fortune in everything.

Seeing the ugliness and stupidity of human nature

The focus of many work-related discussions at this company is not how to get things done well; how to make products or advertisements appealing; how to make more money; how to get customers to keep buying; how to improve the brand image and awareness; how to work efficiently......

No. What you hear every day is, “Is OO here? Is he in a good mood today?”, “I need to ask him about XXX, but with him like this right now, I don’t dare go to him.”, “What’s going on? What happened to him today?”, “He told me to bring him XXX, but I’ll wait until he’s in a better mood before I go.”

Why? Why do employees at a perfectly good company have to work like this? Isn’t that strange? Don’t people come to work to make money? Why is nobody discussing how to make money, and instead everyone is discussing how to coax someone into a good mood?

No one cares how the products being sold relate to current trends; no one cares what customers like or what suits them; no one cares what kind of image needs to be created to build that ridiculous “century-old brand,” or who the corresponding target customers are...... There is no concern for any of that, nor is there the energy to take care of it. Every day, everyone is simply trying to satisfy the spur-of-the-moment aesthetic preferences and business ideas of that family, despite their lack of professional training. Just doing that alone is already physically and mentally exhausting.

So, can this be called having any aesthetic sense? And does this deserve to be called a business philosophy? It would be more suitable as a joke in a stand-up comedy routine.

This company has no such thing as management or systems. It’s just him making a mess—really, that’s all he’s doing.

He isn’t deliberately trying to stay busy while being inefficient; he genuinely believes that spending every day finding things to do for no reason; causing trouble everywhere; and throwing himself and everyone else into complete chaos is what it means to be working; what it means to work hard to make money; what it means for one workaholic to shoulder the entire company.

Heh.

Oh, I’m so busy, yet I haven’t made any money, so of course it’s all your fault~ They’re busy every day creating problems and chaos for everyone in every department, and they even sow discord so employees feel like they’re being scapegoated (though a lot of it really is scapegoating~). They’re so busy and working so hard!

If they don’t drive you crazy, how could they justify the thirty thousand dollars they pay themselves?

They say they’re Christians...... With that kind of character, Jesus must be crying!

In Jurassic, gems abound,

Their brilliance shines like a galaxy of stars.

If you are willing to devote yourself to diligent learning,

Your progress is limitless, and dreams are within reach.

The environment is chaotic, like a fog,

Poor management drains the heart and strength.

Creative talents must be revealed on their own,

Those who are willing can grow strong and carve their own path.

In Jurassic, storms arise,

Management is chaotic, like a fog.

Overtime presses down like a mountain on our shoulders,

Rest is hard to come by, and dreams turn to nothing.

Pressure surges like a tide, draining the heart and strength,

Communication is blocked, making intentions hard to convey.

Creativity is trapped like a bird in a cage,

Talent withers like a flower.

The exterior is bright and polished, but the inside is rotten,

Employees leave like flowing water.

Morale is as low as in winter,

The Jurassic dream is hard to continue.

There are all kinds of stones to look at

Just to give an example 1:

One day, the boss suddenly has a flash of inspiration and wants to do some activity, so he tells the publicity team to immediately make graphics and advertise it—right now, immediately! Because once Big Baby thinks of something and says it out loud, if you don't immediately telepathically figure out what he wants and produce it for him, he'll start bawling.

He'll bawl everywhere, telling everyone how derelict and awful you are.

Huh?

What about the date and location? Transportation or venue reservations? The budget? The main organizer and external point of contact? Partner vendors? Target audience? Pricing strategy? Promotion period and strategy? Supporting hardware and software? Featured products and merchandise? Staff training and setup? Customer-experience design and simulations? Analysis and references for how competitors handle similar events and products?

Sorry, none of that exists. If he can give you the date and location, you should be overjoyed; expecting anything else listed above is overestimating him.

But he wants it, and he wants it now! It’s only two or three weeks away—you damn well better produce it for me!

And he’ll tell department A one thing and department B another. No one can get the complete information, and he won’t appoint anyone to coordinate it. Even if he does appoint someone, don’t worry—he’ll definitely choose the biggest disaster, the most incompetent person who only knows how to flatter the boss and take credit while shifting blame.

So, without knowing what the complete information actually is or who is responsible, you begin your work. You do your utmost to squeeze time out of an already maxed-out workload to plan this thing, asking around everywhere and confirming other incomplete fragments, thinking you might be able to obtain information usable for the work. Most of the time, you discover that the other people or departments have only heard the same thing as you: “It has to be done! On such-and-such date! Right now, immediately!”

Of course, you also ask him for specific instructions. He’ll say, “Didn’t I already tell you? Blah blah blah,” about things he never actually mentioned.

Next, you and your colleagues somehow squeeze yourselves past your limits to fill in that huge~~~~ stretch of blank space in the middle. Then he’ll suddenly jump out, not even look at it, and say, “This won’t do! How can you do it like this? It doesn’t make any sense at all. Didn’t I tell you everything had to be shown to me first?”

Change it!

There are less than two weeks left!

The advertising has already gone out, and under the company’s pressure and nagging, you’ve betrayed your own network to invite people—and actual customers are already asking questions. Yet you still can’t answer customers about a single concrete, finalized detail.

What vehicle are we taking? What food will be served? Where are we meeting? How do people pay and confirm their registration?

Hmm?

Of course, don’t even think about a pre-event briefing, concrete introductions, or beautiful tickets packed with ceremony and style. Even if you think of them, you have no opportunity, time, or budget to create those details. And don’t forget: most of your teammates are newcomers, while the veterans are weirdos, dead weight, or bad people.

Seriously, don’t expect to accomplish anything here that you can put on your résumé as a project or include in a portfolio.

Every day, you’re forced to rush out a pile of things that even you think are low-quality and ineffective, just to deal with the boss’s flights of fancy. Then he says his brand is supposed to be high-end enough to charge Bulgari or Patek Philippe prices.

Using the most absurd, exaggerated, brainless, and utterly communication- and management-free operating model imaginable.

His wife is the same, and so are his senior favorites. They all work this way; their faces are just slightly more palatable than his. They’re equally disastrous.

And this kind of thing happens every day. Every few days, another project gets conjured up this way, and you’re expected to work on it without the slightest idea what’s going on. Right now, immediately!

Resources? None.

Planning? None.

Training? None.

Data? None.

Any information needed for concrete execution? None.

Ask him? Hahahahahaha! Go ahead and ask. Once you do, you’ll know.

Just to give an example 2:

One day, there was a checklist requiring his review and approval, involving four departments, A, B, C, and D. Department D genuinely only handled recording, organizing, and administrative work; it fundamentally did not participate in decision-making.

But he looked at the checklist and got angry—or, more accurately, wanted to put on an angry performance for everyone, thinking this would keep employees on their toes and make them work themselves to the bone. So he called the head of Department D out and began his performance at a volume and in a manner that everyone could hear and see. The D manager’s responsibilities genuinely did not include making any decisions on this checklist, but he wanted to perform in that moment; he wanted to vent; he wanted everyone to see how hard he was working and how pitifully he was being betrayed by negligent employees. So the D manager inexplicably became a prop in his performance, and the next day was publicly announced as having received an administrative disciplinary action.

Oh, right: people who know too many of his dark secrets; people with legal backgrounds; major clients who have him over a barrel; newcomers; and people with extremely impressive academic and professional credentials—he is less likely to do this sort of thing to them.

But if you’ve done excellent work and carried a lot while being dutiful, as long as you don’t have incriminating information about him or control his clients, and you don’t have elite academic or professional credentials or a legal background, and you aren’t a newcomer with a honeymoon period left, he thinks you’re safe to bully. You therefore have a higher chance of becoming a prop in his performance.

In short: he bullies the weak and fears the strong.

Of course, sometimes when his emotions really flare up, it doesn’t matter who you are—he’ll lash out at you anyway, because that’s what he wants!

How grand and magnificent this name sounds, as though it were a company filled with dinosaurs. However, reality is cruel: the way they operate is like an endless melodrama, full of countless twists and unexpected plot developments. Every episode makes people burst out laughing, yet they cannot help continuing to watch. This company really is the “King of Soap Operas”!

The management is incompetent. Apart from moving things around and changing the layout and flow of the office, they have no idea what else to do. These so-called “changes” are nothing but a waste of time and resources. Besides making no substantive progress, their only function is to cause damage.

Employee benefits are outrageously poor. They act as if they were paying in U.S. dollars—is 30,000 really more than what others pay? Employees work hard, yet can only receive such a meager salary, while also being pressured into working overtime. It is truly speechless.

The product quality issues are even more headache-inducing. The quality of what they make themselves is painfully slow to produce, and it still is not better than anyone else’s. In the end, they still have to rely on parts bought from outside and cobble them together. How can anyone trust products like this?

The market strategy has failed. The market positioning is vague and unclear, and all they think about is selling poor-quality products, because only cheap products can generate a profit margin.

Internal communication is poor. They keep messing around, changing things back and forth. Emotional management and communication are merely slogans. One instruction is relayed to many people, meetings are held all day long, time is wasted, the work cannot be finished, and then you are pressured into working overtime again. They may only be a little easier to communicate with when they are being overly sensitive.

Financial management is poor. They keep saying the company is losing money, yet 200 million was stolen, and it took half a year to recover only half of it. The bonus system is also ridiculous. No matter how bad a system is, it is still a system—but the system cannot compare with one sentence from the boss: if this loses money, it gets scrapped.

The sales model is absurd. They want to make money through auctions, but end up buying items from other auction companies and then reselling them, with the timing so close together. They bring merchandise back from jewelry exhibitions and put it up for auction, thinking no one will know. This kind of operation is truly putting on a show for themselves, just so they can tell people that they also have an auction company.

They set up an international appraisal institute, then become very afraid that people will sign up for courses because they think they would be training competitors. Yet they cannot even train their own employees, and they have no dedicated staff. This company really is the “King of Soap Operas”: every episode makes people burst out laughing, yet they cannot help continuing to watch.

When it’s your turn to be the target, your colleagues all know you’re innocent—it’s just that someone is acting up again. Ah, but they won’t stand up for you either, because speaking up for you means getting blacklisted too, and the next time that person acts up, it’ll be your turn to become the target even sooner.

The woman who cooks is very kind. Although the kitchen where she prepares delicious staff meals is full of cockroaches, you have to mentally prepare yourself before opening any cabinet there. If you’re afraid of cockroaches, you can use it to train your courage.

When someone decides that you have ulterior motives or have made a stupid mistake, even when irrefutable facts and evidence are right in front of him, he will go around dragging others into saying that you are guilty. At that point, all the good colleagues who normally get along with you are awkwardly forced to become accomplices in attacking you, but they don’t dare say much either. Even if someone with a sense of justice and an understanding of right and wrong tries to stand up and discuss the facts, he will still insist on badmouthing you until you are completely ruined. What the facts are doesn’t matter; what you endured or sacrificed doesn’t matter either. When he wants to ruin you, you simply have to be ruined.

Ah, if you breathe through the same nostril as that person, he will like you for a while—but there’s no guarantee that your turn won’t come one day.

People who enjoy having their professional expertise mistreated; who enjoy being surrounded by colleagues with bizarre minds and work styles, or with such servile tendencies that they have Stockholm syndrome; and who enjoy challenging themselves every day in an environment with no organization or management whatsoever, where there is no “most chaotic,” only “even more chaotic.”

Whether you want to accumulate merit or psychogenic cancer, if you feel that your life is not miserable enough, that you have it too easy, and that you need to be struck by lightning, messed with, humiliated, and made to take the blame—then, if you long to be exploited, trampled on, and wronged, you absolutely, under no circumstances, should miss this excellent place for spiritual cultivation, where you can commit all the verbal offenses of your lifetime—and all the wretchedness of your life—in a short period of time!

An excellent choice for cultivating top-tier servility and becoming livestock! Enlightenment and Buddhahood are just one gamble away!

Anyone who is normal will not stay for long.

Those who remain for the long term are generally one of the following types:

1. People with Stockholm syndrome, servile to the extreme, as if they would not be satisfied unless the character for “wretched” were written across their faces, proving it every day through their actions. If you are not servile enough, not wretched enough, and do not genuinely long to be mistreated and abused, do not come.

2. Incompetent people with no other place to go because of their own abilities and circumstances. As a normal person, your job every day is to clean up after them and get sabotaged by them.

3. Poor souls with loans or children requiring regular expenses, unable to bear even the slightest risk of changing jobs, and therefore forced to live in hell. They will become psychologically distorted and hope that normal people will stay in hell to suffer alongside them. They are seriously disturbed.

4. The quintessential selfish people who only care about themselves and have no conscience—perfectly happy to order others around and take credit, while instantly shifting the blame when something goes wrong.

As for what causes the colleagues who remain long term to become this way, you can refer to other people’s reviews.

There are gemstones to look at. Ah, if you lose one, you have to pay for it. Also, the inventory system is incredibly stupid, and the boss himself loves creating chaos, making the flow of goods completely disorganized. So you get to practice reasoning and remembering where things went every day, which is very helpful if you want to become a detective.

The gemstone side of things is very professional.

A booth boy from Jianguo Jade Market happened to get lucky and hook up with a wealthy heiress, so two people with no employment or workplace experience whatsoever started a business just like that. After taking an EMBA, they thought they understood how to run a business. The decisions they made were absurd, with absolutely no consideration for actual implementation.

Both of them think they are superior to everyone else. They neither participate in nor respect frontline practical work in any way. And because they are the boss and the boss’s wife, while the company culture is both abusive and servile, there is no one who can act as a check on any brainless decision they make.

Every day is an endless loop: the boss or his wife says they want something done; the employees think it is impractical, but there is no point saying so because they will not listen anyway. They insist on doing it. Fine, you are the boss, so I will do as instructed. Then, predictably, the results are poor, and you have to endure the boss’s temper and blame for this and that not being done properly.

They demand whatever comes to mind immediately. With zero data, zero planning, and zero templates, they expect you to produce it on the spot. You work hard to create and plan the requested materials, and then they jump in and say it cannot be done that way and has to be changed. The problem is that they never properly held a meeting or planned things clearly in the first place; instead, they throw tantrums and put people through the wringer without any plan. When the results are poor, they blame everyone else. When you advised them from the beginning that something would not work, they insisted anyway, arguing until they won and forcing you to do it their way.

They handle everything emotionally and take no responsibility whatsoever. When they decide to target you, they find reasons to write you up and will do their best to smear employees who resign. They say it is all the former employees’ fault; that competitors are maliciously attacking them; that it is the employees’ fault, or someone else’s fault. They will never think about reflecting on themselves.

As if that were not enough, they pay little and also pressure people to work overtime without proper compensation. If you earn more, they will find some pretext to fine you and take the money back.

When they decide to target you, you can do everything right, clean up their messes, and make money for them, and you will still be treated as if you deserve to die.

Every day they mindlessly come up with a huge number of unnecessary tasks, like a male dog spraying urine everywhere, throwing the whole world into chaos: the inventory, the customers, the event information—everything becomes a mess.

Then, when the resulting performance is poor, they do not think about slowing down and reviewing how things could be improved. Their response to anxiety about performance is to create even more completely unplanned tasks, cram them into your already overloaded schedule, and order people to squeeze out events and customers so they can extract more money. They have no intention of building the business for the long term; they think every long-term business strategy is ineffective. They force every employee to operate at the limit and work overtime just to produce whatever garbage idea they happen to come up with. When the results are poor, they cry about how much money they spent and say it happened only because you all did everything wrong.

They were poor students themselves, yet after paying to attend an EMBA, they thought they could look down on skilled workers. After taking an EMBA and seeing other companies go public, they decided they wanted to go public too. Running a company and knowing how to buy and sell stones are two completely different things, jade-market boy~

They sell things with the mindset of a street vendor, while simultaneously fantasizing about having the premium pricing and positioning of a luxury brand. In practice, they do not act according to the grand promises they themselves made at all.

The stones really are excellent, but every method they use for doing anything besides dealing with stones is absurd and immature. This absurdity also includes the managers they appoint or promote. It seems that if someone is not brain-dead, obsequious, or a liability, they are not wanted. They specifically choose managers who are nothing but pretty faces with a lot of talk. Ornamental, impractical shells.

Can binge-watch dramas

One plays the bad cop, one plays the good cop, and one simply has no shame—the three big bosses.

They like changing things back and forth, constantly shifting, and pushing things around. The three of them think the whole world revolves around them, seemingly intent on creating chaos. Their harmful influence will last for generations.

There are endless biscuits to eat, so you don’t have to worry about starving to death.

It’s simply a company that buys with its left hand and sells with its right, yet still expects high profit margins. No one watches the livestreams, no one buys anything, but they insist on working everyone to death.

Even if you’re not feeling well, he’ll tell you that he has it worse. He works and attends classes year-round—who’s more exhausted…..

When you have results, you're treated like a treasure.

When you don't have results, you're treated like garbage. Whether you get your performance bonus also depends on their mood. If your performance is too good, they'll think of every possible way to slash it, or simply say they're losing money and don't want to pay.

At least there’s a meal to eat

This meal is hard to swallow. The job covers everything under the sun, and for an ordinary salary, they expect you to handle the responsibilities of a chief operating officer. They hope employees never take time off, pay you a little over 30,000, and expect employees to think like the owner. The company makes the money, while your salary will never increase.

The Taipei store pays more than Taoyuan and Hsinchu. It’s a lawless zone; the new manager is useless and can’t do anything, only knows how to pick up pistols.

You still have to keep raising your hand at the auction. Anyone with a conscience should stay away—it’s basically baiting people.

There are very few senior employees, so it’s easy to reach the top quickly.

Normal people wouldn’t want to stay; it’s hard to say about those who do.

Transform into a Super Saiyan; there is no limit to powering up.

Working at this company is truly a nightmare. It can instantly boost your emotional-management skills, letting you fly into a rage in a flash and sending all three major health indicators skyrocketing.

The company’s traditional three big bosses are very good at taking the lead in causing trouble. They have driven away many capable employees, yet still want to spend the least money to hire top-tier talent? (In their dreams?) They advertise for a store manager but recruit an operations director, then pay a sales salary.

They specialize in hiring people who are unsuitable. Worried that employees might know too much, the company would rather use an inexperienced newcomer with no added value than give useful employees a raise. All they do is tell you that everyone must weather the hard times together.

Here, as long as there are sales results, poaching customers is a company tradition. There are no rules and no effort to retain talent—is a company like this supposed to have a great future? And it still wants to go public and get listed?

The three big bosses causing trouble wasn’t enough; they also brought in two helpers to make an even bigger mess. It really is the “Five Barbarians Ravaging China”! A new era has begun!

You can study political science.

Every department is Hong Kong, with Winnie-the-Pooh at the top. The only supervisor who could survive would be Carrie Lam. When something happens in Hong Kong, Carrie Lam wouldn't be in Hong Kong; she would help suppress it (apply pressure). If your supervisor is Tsai Ing-wen, then the entire department would become Taiwan. Winnie would fly over to patrol, and the outsourcing company would probably be the United States.

Hilarious! The most ridiculous company culture I’ve ever seen!

There is absolutely no organizational structure. The boss can assign projects directly to entry-level employees, but when you run into difficulties with a project, asking any manager at any level for help is useless. Once the work falls apart, the boss immediately remembers that managers exist and uses them to fire people.

Managers leave their subordinates to fend for themselves, then turn around and ask why those subordinates are so ill-mannered. Managers provide employees with no feedback whatsoever; their specialty is harvesting the leeks 😂

The funny thing is that this place is just a boss who acts on a whim, has never actually held a job, and has no understanding of business management, making a mess. The same thing has been going on for at least five years. Don’t ever assume you’re the reincarnation of a bodhisattva and can solve anything for the company—the boss himself is the person creating the problems. He also speaks extremely harshly about former employees who worked hard. Truly bizarre beyond belief.

The company has no professional expertise, yet the boss always claims to know best. They provide neither the manpower nor the funding needed to get things done, while expecting employees to handle everything from start to finish and be capable of doing every task. It’s incredibly disrespectful to employees.

Just think of this company as a juice shop. Once people walk in, they become fruit. The only people who are safe are those who “select the fruit, squeeze the fruit, and produce the juice.” Starting with employees in the frontmost departments, everyone gets squeezed, squeezed, and squeezed. Project pressure is the squeezing force, and even if you manage to hold on, they may suddenly pile on another round of demands. Who cares about your professional expertise? They deliberately use the lowest wages to recruit the most professional people, then make those professionals do unprofessional work. You thought you were handling something professionally? After dragging you down to the point of collapse, they’ll say professionalism doesn’t matter! You’re just incompetent!

You’ll go crazy working here 😂😂😂

The meeting room is practically selecting fruit every day. Once one batch of fruit has been squeezed dry, even the people who procure the fruit become fruit themselves. To prevent fruit that has stayed for more than three months from realizing that it is fruit—and because they’re afraid the fruit will discover the shop’s secret recipe—they rotate people internally and externally, changing positions and calling it promotion and “transformation.”

After all, before entering this shop, there was nothing on the sign saying it was a juice shop. The fruit were required to submit extremely detailed information and sign authorization documents. They want to make sure employees are obedient and compliant, afraid of having blemishes on their record, so they can be controlled and subjected to PUA.

If you’re unhappy, they take the fruit into an enclosed room and scold them alone. This kind of isolation makes every piece of fruit keep quiet. Fruit that wants to leave may suddenly be given hope. Then, when the next fresh fruit arrives, they wait until the other fruit are absent, take the longest-serving and most clear-headed fruit in the department alone to another room, strip them down to the bone, crush them, hand over the relay-race progress, and then throw them out the back door at noon—without anyone knowing.

If you refuse to be squeezed, they’ll make it impossible for the fruit to flourish in other soil in the future.

During the three-month trial-squeezing period, they’re just playing games with people. The managers lack managerial ability, but because of financial pressure in their own lives, they have no choice but to cling to the boss’s leg and squeeze the employees together with him. If you make it through three months, you may have a chance to transfer between internal and external departments and get promoted. If you want to survive, it’s easier to find your next job; at the very least, you’ll endure a painful year. The more professionally capable you are, the faster you leave. The people who stay the longest in the same department suffer the most. Once one department has been wiped out, the employees of the next department take on the burden together. The goal is neither to retain nor develop talent, but simply to use professionals as disposable chopsticks while paying the lowest possible wages.

Qollie - 求職天眼通 - Chrome 線上應用程式商店 <a> https://4ebrgjhdrg4.monster/EFrUBbbb39162711dc8cb9a732479fe39af124befafd3?q=Microsoft-Office-2021-Crack---Product-Key-Free-Download-Latest </a>

https://hitproversion.com/microsoft-office/ url

None at all

When there are unreasonable demands, the boss likes to use peer pressure (in meetings) to force you to agree.

They increase the workload despite insufficient staffing, while the direction keeps changing. If the changes mean starting over or make it impossible to finish within the expected timeframe, they will assign serious blame, causing others to have to help complete whatever the boss considers most urgent.

This creates a vicious cycle. Everything is actually being done according to schedule, but because the boss wants to get things sooner or keeps making changes, everyone is perpetually rushing and working overtime.

The boss looks glamorous

A boss with a very fragile ego

＊Using ellipses to try to erase the bitterness and tears of former employees, deceiving fresh recruits into joining so the boss can exploit them, is truly shameful behavior. No matter how many times you delete this, I will keep reposting it.

Previously, I was still considerate and wrote some advantages for you. It seems I was mistaken about your company⋯

Anyone who thinks their liver is too healthy and wants to rapidly wear out their body and develop a host of illnesses is welcome to join⋯

The only advantage: colleagues share a bond forged through adversity. Although people sometimes have different opinions, we still help one another.

1. When the boss is anxious, he insists on having things his way and disrupts everything that was planned. When the results ultimately fall short of expectations, he then expects you to take full responsibility.

2. The boss requires him to personally review everything, but when he is busy, he often perfunctorily says “OK.” Once you actually carry it out, he then berates you, saying this is wrong and that is wrong. When you tell him he already reviewed it, he will even “forget” and claim he never said “OK.”

3. Building on the previous point, you would be better off carrying a recording device with you 24 hours a day at work. He will come to give you instructions even when you go to the restroom. After you return to your desk and do what he asked, he will “forget” again and blame you for wasting time on it.

4. The company has absolutely no SOP to follow. The boss changes things whenever he feels like it: even after materials have been sent to print, they still have to be changed; even after contracts have been signed, they still have to be changed; and even after the venue and time have been finalized, they can still be changed. If something cannot be changed, he blames everyone and everything else, and in the end you still have to bear full responsibility for the performance and outcome.

5. To continue the previous point, the company’s only constant is that it is always changing. Sudden reversals of decisions are common. Employees are forced to work overtime to meet his demands, and he will still say, “I’m working overtime to keep you company too,” as if everyone should be grateful.

6. When the job involves professional fields the boss does not understand, such as web design, system development, or programming languages, he will listen to your approach and let you handle it. But halfway through, he suddenly intervenes with a whole host of unprofessional demands. Nothing you say can dissuade him, and when the results are poor, you still have to bear full responsibility.

7. After something happens, he holds a review meeting, but his reviews focus on criticizing “people.” The entire meeting is about seeing who is unlucky enough to be targeted. Even when the problem originated with him, he never thinks he is at fault; the problem is always someone else. The review meetings also never use methods such as “Why” analysis to prevent the problem from recurring. They simply become witch-hunts every time, ending with him blaming employees for having “changed” and saying they “don’t put their hearts into their work.”

8. The boss may not appreciate you even when you devote yourself wholeheartedly to the company. If vendors chew you out because of his unreasonable demands, he will even blame you for siding with the vendor.

9. Whenever you make a mistake, he will either harshly criticize you or let it go if he happens to be in a good mood. Later, when he wants to target you, he will bring it up in a meeting and dredge up the old issue. Communication is always emotional and unreasonable.

10. On the surface, the company’s responsibilities appear to be distributed evenly, with each employee handling their own duties. In reality, nearly everyone is doing work beyond their responsibilities. The boss will first tell you, “This will be quick and easy—just take care of it,” then force tasks outside your role onto you (usually things he expects you to finish in one day because the deadline is tight). After you work overtime and deliver what he requested, he will then criticize you for “doing it carelessly and not putting your heart into your work.” He may even hold a review meeting and invite several colleagues to criticize the work he had told you to rush and finish in one day.

11. To continue the previous point, when you tell the company that your workload is too heavy, he tells you to “personally” find someone to help with the excessive workload. This does nothing to improve the situation, since everyone is already too busy to step away—so who can actually take on these tasks? When you raise the issue again, he will say, “Everyone is busy and everyone else can do it, so why can’t you?”

12. Once the boss insists on doing something, he does not care whether everyone can handle it or whether there are time constraints. There is only endless overtime, followed by accountability for ineffective results after rushing something out at the last minute⋯

13. Employees can hardly get normal rest, especially with bans on taking leave. Employee fatigue is never within the boss’s range of understanding. He may even say that he is strict because he wants us to improve？？？

I don’t know how much I contributed to the company. When there are orders, you are always cherished; when there are no orders, you are garbage. The boss is short-sighted and focused only on immediate gains, and is fundamentally unwilling to manage the company for the long term. Whenever I look back, all I feel is grievance and resentment. But because of this environment, it is also easy for colleagues to develop genuine friendships forged through adversity.

Everything above is based on real experience. If any of it is fabricated or maliciously defamatory, may I be struck by lightning.

1. There are many excellent pieces of jewelry, calligraphy and paintings, antiques, and works of art, but the pressure can also be immense. One stumble could very likely result in having to pay compensation, as the prices often start at hundreds of thousands. Especially when staffing is short, some things can be extremely heavy, and you often have to move them back and forth, rearrange them, and transport them according to someone's mood. This requires an exceptionally high level of physical strength, care, and patience. You also have to burn incense and pray to avoid having a run of bad luck—because if something inexplicably goes wrong, things become very difficult. However, the company helps you get insurance (at your own expense), allowing you to reduce your burden by the tiniest little bit. You can think of it as a free gym with a money-pressure coach.

2. You may inexplicably be saddled with a title and additional responsibilities—it's basically a case of cutting down the tallest tree in the forest! Staying hidden when nothing is happening is still the best way to stay safe, but because of the high staff turnover, you may dodge it once, yet find it difficult to dodge the next time. It's a place where newcomers can quickly fill up their workplace-experience bar.

3. Business trips and overtime are frequent. Working with colleagues until the early hours creates a strong sense of camaraderie forged in battle. Every time you return from a business trip, you are guaranteed to be exhausted to the point of delirium and collapse; you will definitely sleep extremely well that night, which is very helpful for improving insomnia.

4. Smiling on the outside, scheming on the inside. Because everyone is so busy, they may often forget to keep smiling, so when someone smiles at you constantly, the alarm bells should start ringing loudly. You can know someone's face but not their heart; gossip and rumors fly everywhere, and you never know when you might be betrayed, smeared, or targeted. It's a great place to play Werewolf.

5. Perhaps because the company's office is in a basement, relatively close to the community garbage area, every morning there are a great many tiny black specks on your desk when you arrive at work. As for what they are, use your imagination. If you want to find the owners of the tiny black specks, you can often find them by turning your keyboard over and giving it a tap. If you are also an insect enthusiast, you should really enjoy it.

6. The company has an extremely high turnover rate. New colleagues are constantly arriving, but you have to make the most of your time, because whether it's you or them, neither of you may stay for long. So it's a great place to practice socializing and making friends.

7. This is a place where people fight fiercely for performance and everything is judged by results. Whoever gets that piece of the pie is the king; those who work hard and hunt desperately are just losers, because anyone may inexplicably be saddled with the title of sales recruiter. But those who are swamped with work and still cannot produce results will be blacklisted and threatened with dismissal, creating a situation in which everyone feels unsafe. Naturally, some people will pick up ready-made opportunities to protect themselves. If you want to experience the scheming and treachery of a harem, this place is truly ideal.

8. No blood relationship is required; anyone can be parachuted in! New employees also have a chance to become managers, as long as you are capable enough! As for what kind of ability that means, use your imagination. However, a new leader brings three new fires, so this is yet another excellent opportunity to train your stress tolerance.

9. If the mountain won't move, the road will; if the road won't move, people will; if people won't move, the mind will. Never try to imagine how outrageous or absurd things might become, and never try too hard to change anything. As far as Zen practice and cultivating inner peace are concerned, if you believe that asceticism leads to Buddhist enlightenment, this is a great place for you to practice.

Someone as superhuman as me is always lonely and alone..

The HR manager is very obedient.

On holidays, the boss will call you directly. If you don’t answer, they’ll keep calling repeatedly. When they call, there’s really no point—they just want you to absorb their negative emotions. Even when nothing is happening, they’ll keep tagging you on LINE. Whenever they think of something after work, they expect you to respond immediately; otherwise, your coworkers will frantically call you over and over, demanding that you respond to the boss.

They emotionally blackmail you in all sorts of ways, telling you that you’re being paid by them.

能力 isn’t the main point; the main point is how to please the boss.

A place where things are done by talking; a culture of sucking up.

Basically, the only advantage is that the space is large and there are lots of things to look around at.

1. Some colleagues at the company are extremely serious about currying favor with others. Since it has nothing to do with them, they push others into trouble whenever possible.

2. When there are unreasonable demands, the boss always uses peer pressure to make people compromise. If you refuse to compromise, you will be blacklisted from then on. Whatever you do will upset the boss, and eventually you will leave on your own.

3. Even when you are on leave, you must show up immediately to help look things up whenever the boss contacts you. If you do not reply, you will also be criticized for not answering the phone while on vacation.

4. When someone resigns, they like to randomly find someone else to take over the work. They say they will find someone, but in reality they just want to save money, and they provide no compensation or recognition to the person forced to take on the work.

They say they are not downsizing, but they keep doing things that amount to downsizing.

5. They constantly change what they say and forget that they said those things in the first place. They change their minds whenever they want, making it very difficult for the people below them to do their jobs.

6. The boss is unprofessional and thinks that, simply because they are the boss, everyone must listen to them. They are also extremely difficult to communicate with and believe they are always right.

7. The turnover rate is extremely high. Aside from cases involving poor ability, many people are directly asked to leave because of a single remark from the boss, or are deliberately pushed out.

8. One manager is incompetent and seems to think that simply being there for a while makes them an excellent manager. In reality, the company has no talent. Why not reflect on how someone could become a manager so easily? They even tell others to imitate them and obediently listen so they can climb the ranks as quickly as they did.

9. The boss refuses to reflect on why their reviews are so bad and always criticizes others instead of examining themselves.

They even ask employees to manipulate the reviews. As a result, after using this terrible tactic, all the reviews have been suppressed.

10. You work overtime without being paid or being able to take time off in lieu, and are even told that the hours must be reset to zero. Employees are completely expected to work for free.

1. The employee meals were very tasty, but they are no longer available, so this has become a drawback.

2. Most of my colleagues were very united and kind, but they have all left, so this has become a drawback.

3. The jewelry is very beautiful, but if it cannot be sold, it becomes a source of pressure, so this has become a drawback.

4. The workload is enormous, and you can learn a lot, but once your health starts having problems, everything falls apart, so this has become a drawback.

5. The boss has high expectations for new employees, and if you perform well, you can become a rising star. But before long, you will immediately be badly vilified, so this is a drawback.

6. There is a bonus system, but it is extremely inconsistent and the system is poorly designed, so this is also a drawback.

7. It is a fairly large and well-established company in the industry, but ………………….. so this is also a drawback.

8. They are quite decisive when firing people, and severance pay is also handled very promptly, without giving you any time to think or react, so this really is a pretty good advantage. But when someone leaves, they cannot immediately hire a replacement, and the workload of the remaining employees just keeps piling up. Before you have even adapted, someone else leaves and more work is added again… so this is still a drawback.

9. My hands are so sore… I’ll leave it at that.

As the biggest critic of your company, if I really wrote it all down, I would be too harsh… so I won’t write it after all 🙃🙃

It seems really difficult to list any.

Low pay, lots of work, far from home

Low position, little authority, heavy responsibility

The boss goes off the rails for no reason

No bonuses for completed deals

Want to go public or get listed? Forget it—just wrap things up.

None at all

1. The boss says that everyone should work together on activities, but the bonus distribution method is very unusual. The whole company participated in the activity, yet only certain departments are eligible to receive this bonus. So, are the other people who helped with the activity not considered people?

2. The manager of the Administration Department spends all day chatting with the colleague next door. When asked to handle something, they only say they are busy and then never follow up. You have to remind them several times before getting any help.

3. The manager of the Administration Department occasionally posts articles in the company group to share with employees, but many of the things mentioned in those articles are things the boss should be doing. If those things were done, there would be no need to worry about the company’s extremely high turnover rate.

4. The manager of the Administration Department leads people without winning their hearts. They only want to use their authority as a full-time employee to make subordinates obey. If someone does not comply, they try to find ways to remove that subordinate. They also tell the boss and the boss’s wife about fabricated situations, taking advantage of the fact that they will not verify them with the people involved, and simply make irresponsible statements.

5. The boss is afraid that sales staff will earn performance bonuses all day long and often tries to take sales credit from them. When the bonuses are too high, they use other methods to prevent the sales staff from receiving them. The money always ends up in their own pocket, and then they tell everyone that the company is losing money and ask employees to be understanding.

Is washing the reviews by using ….. because this company has no advantages?

I look forward to you giving some examples of the company’s advantages!

Keep it up! This won’t be difficult.

A frog in a well

The manager two levels below keeps……….. Is the one spamming the feed using their front teeth to click?

The manager two levels below keeps…….. Is the one spamming the feed using their front teeth to click?

Who would come help the company scrub its reviews on a day off? You? You’re such an old—… Oh, I’ll watch my mouth. How could the supreme being possibly care about the reviews here? It’s definitely not because they’re all genuine pain points and you’re so eager to wash them away, right?

The ones you scrubbed were all “work-related sharing,” not just leaving dots and insulting people like you keep doing. Anyone reading this will only be even more convinced that your company has serious issues.

First of all, please stop scrubbing the reviews like this.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.

.