1. Unfair Treatment and Favoritism:
- Management displays a clear double standard by allowing some individuals to misuse work-from-home privileges while closely monitoring lower-ranked employees and colleagues from different teams.
- Senior management lacks transparency regarding extended flexible maternity leave and work-from-home arrangements for mid-level managers who do not properly record their absences, thus failing to adhere to the global policy on work-from-home privileges.
2. Power Harassment in APAC with HR Inaction:
- In APAC, senior management engages in verbal intimidation of lower-ranked employees to enforce compliance and suppress dissent.
- Additionally, senior management exerts their authority to influence supervisor assessments, contributing to a hostile work environment.
3. Transfer Barriers by APAC Senior Management:
- APAC senior management imposes restrictions on project coordinators' ability to choose their preferred therapeutic area, directing them to work exclusively in Oncology and hindering transfer requests.
4. Ineffective Mid-Management:
- The manager lacks essential skills to provide adequate team support and primarily delegates tasks without making substantive contributions.
- Furthermore, the manager's deficiency in presentation skills and minimal contributions add undue pressure on team members to handle presentation tasks, despite their capability to do so.
5. Imbalance in Social Engagement Expectations:
- There is an imbalance in social engagement expectations, with management emphasizing participation in social activities but failing to contribute actively.
- Some favored employees enjoy excessive administrative hours for social activities, while others are unfairly burdened with project tasks and stigmatized as lacking in communication skills.
