After the Spring Festival in 2006, when I was an intern in my senior year, I was introduced to Osekang. Six years later, after the Spring Festival of 20 12, I got the last year-end award in Si Kang, left Si Kang, and went back to my hometown to work in a foreign cosmetics company. Today, many years later, I recall my days in Osekan and my experience in working in a new unit after leaving Osekan, and I can't help but say something.

When I left Osekan, I was still full of confidence, thinking that I was not bad. I had a good life in Osekan and learned a lot in Osekan, such as GMP. I think I can find a good company and a good post with my own talents after returning to my hometown, but I was deeply moved by the facts that happened later.

First of all, the relevant knowledge of GMP. I always thought that GMP was learned by Osekan, but I found out in my new unit that what I learned was just how to make false records perfectly and seamlessly.

Osekan's so-called GMP is to maintain high output by sacrificing everything that can be sacrificed in actual production, such as quality and cost. There are many mistakes in the actual production process. When filling in the production batch record, all GMP violations were not recorded. Osekan's internal statement is that it does not reflect the abnormal situation, because the production process has passed, but the batch records should be kept for review by the Food and Drug Administration. Therefore, the batch records must be improved, so that the Food and Drug Administration can't find any problems from the batch records. In actual production, there may be small mistakes every day, big mistakes in three days and big mistakes in five days. There are both human and institutional reasons for mistakes. Later, whenever I saw Osekan's company website promoting Osekan's many quality awards, I couldn't help laughing and wondered how this award was evaluated. Which blind organization awarded the quality award to Osekan?

In the new unit, I also regard this false record as my proud work experience for many years. Whenever I make a mistake at work, I immediately cheat it by making false records. As a result, the person who rechecked my records returned, and my boss also talked to me and severely criticized my cheating style. Now I am very grateful to my immediate supervisor for his tolerance. In my style of doing things, I will never be wronged enough to be fired. Looking back now, Osekan is really tireless in destroying people. I am a college graduate, like a blank sheet of paper, stained by the big dye vat of Osekan.

Secondly, Osekan's leadership character and employment standards make me very picky. I don't think there is anything wrong with Osekan's leadership character, because I have been in a unit and there is no comparability. When I arrived at the new unit, I couldn't help but spit out Osekan's leadership character. General Manager Zhang of the company's management simply had a hard time with Kun. Actually, according to my conscience, Chen is shameless. Chen Ye, the boss of Osekang, is a successful man. He started from scratch and is no longer a small business today. He is really a character, but otherwise he is just so-so. This manager Zhang especially likes to portray Chen as a "Confucian businessman", which shows that Chen is not a pure businessman. He has made great achievements in management. Chen Ye agreed with this orientation, and often held various speeches to show his talent and general style. But the problem is that he doesn't have the qualities of a Confucian businessman at all. In fact, he didn't understand many of the management words he said in his speech, but his secretary wrote them. The secretary said that management is also half a bucket of water, but I understand some real meanings of these management words. Of course, I won't tell the truth and point out his mistakes like the little girl in The Emperor's New Clothes. After all, everyone has been groping in the workplace for so many years, Chen. His voice is sharp and unpleasant, and the standard of Mandarin is not good. He has a dialect accent, speaks incoherently and hesitates. Among Osekan's bosses, Zhao Jun has the best eloquence, and that manager Zhang can make sense, but Chen is ignorant and clumsy, but he insists on showing off.

And manager Zhang, who bragged about all kinds of new management ideas all day, seems to have more management ability. He didn't think he was so bad before, but I didn't know this manager Zhang was a big fool until I compared him in my new unit. He only knows how to kiss the boss's ass and squeeze the blood and sweat of his employees. These are his achievements, and they are the capital for him to take credit from his boss. I pity our grass-roots employees and management at all levels. The atmosphere of the whole company is very poor, and the quality of the company's managers is also very poor. I sometimes feel very sad about how these people got into leadership positions. I don't deny that some of them are really talented, but this moral aspect is hard to say. It is understandable that people can't help themselves in the Jianghu.

Among the middle and senior managers in Si Kang, Ms. Cai impressed me the most. She was first the manager of quality assurance department and then the vice president of production. This Ms. Cai seems to be a serious person, but after a long time, I found that this ass-kissing skill is comparable to that of her immediate boss, Mr. Zhang (this Ms. Cai should use her, but I think it should be more appropriate). So I went to all parts of the company's mass production system to find out all kinds of problems, and then reported them to General Manager Zhang, so that General Manager Zhang had a reasonable reason to deduct employees' money, but the real problem in production was the falsification of GMP batch records. At this time, Ms. Cai's eyes are selectively blind, and she can't see anything, not only because she can't see anything, but also to help cover up the problem, because this is the scope of General Manager Zhang's charge, and she can't discredit the performance of her immediate boss. This choice of law enforcement is disgusting, but in the end, people were promoted, and their ability to kiss others' ass was stronger than their own ability to work. Such people can also become executives, and there are many similar figures in the middle and high levels of Osekan, which shows the character of the middle and high levels of Osekan.

Thirdly, what Osekan hates most is his salary system, which is low and keeps finding fault and deducting money. Osekan's management doesn't understand that ordinary employees, as laborers, everyone wants to sell their labor at a good price, and labor is a two-way choice. If they can't sell at a good price, people will go to other enterprises to sell their labor-jump ship. Osekan said it doesn't matter in this respect, just leave anyway. The old ones don't go, and the new ones don't come, but is this really the case? Every year after the Spring Festival, it is the peak of job-hopping. After the old employees get the year-end bonus, they have no jobs, while the new employees know nothing, and all kinds of mistakes abound. As a result, production accidents often occurred during that period, either this fault or that fault. In fact, if you are an old employee, you can't go wrong at all. If the losses caused by these mistakes are converted into money, perhaps Osekang has earned it, and there is an assessment award at the end of each year, which is selected within the scope of those middle-level cadres. We don't deny that those middle-level cadres do have some talents, but it can't be him every year. After all, the company's performance is created by all employees. How can the credit go to the leaders? The company is reading about these people's award-winning deeds, which makes me sick. That kind of thing also has a prize, and it also shirks responsibility. But people went up, because the people up there liked it. In Osekang, bad money drives out good money, leaving behind ordinary old workers with low education and no skills, or people who fall in love with high-level people and are promoted to leadership positions. Those with high academic qualifications and good skills left because of salary problems, including me. All the capable people have left,