CSL is a typical corporate where the envelope is more important than the content. Door for corruption wide open.
Verbesserungsvorschläge
There seems to be no internal system tools that would be able to effectively solve the bad situation in the company. Procedures for resolution and relevant departments formally exist, but they are completely passive and dysfunctional, even if they know the situation in the company well.
Actually: how could changes for better be effectively implemented in the described situation? What would you recommend to an oligarch state, to its oligarchs, to improve the situation of its citizens? Do such discussions really work? Have they ever?
In my opinion, as long as the entity will generate profits, even if on the edge of the regulations and in gross contradiction to the declared principles of work, there is no will to change anything. If senior management is interested in leaving the door wide open to corruption, it probably has reasons to do so, and until it is forced by some external force to change something, nothing will change. From the point of view of civil society, transparent and fair communication, the interest of patients as a target group, all this is wrong. But as long as profits are generated, nothing will change. One day, when "something happens" as a consequence, some may ask how it could happen in such a regulated business as the manufacture of parenterals seems to be. By then it will be too late. At least to late for the patients. Others will always find ways ho to escape the responsibility.
In my view, we can only hope that SwissMedic and other authorities will not allow the most fundamental limits to be crossed and will carry out their inspections wisely and carefully.
Arbeitsatmosphäre
CSL is a typical corporate where envelope is more important than content. Toothy smiles at promotions, empty words about quality, innovation and the interests of the client (i.e. patient), visions about the excellent future of the company are presented to the outside. Intrigues, behind-the-scenes games and machinations are the internal reality of the company. Declared methods of work, code of conduct, officially declared competencies and powers of individual managers, in reality do not mean much. The internal structure works differently, and unfortunately represents a door wide open for corruption. The quality of production, production technology and process suffers greatly. Which production technologies and facilities are capable of achieving the necessary level of quality and safety of sterile medicinal products is not decided solely by regulations, experts, independently assessed and proven data, but by a few chosen. Who do not formally have the needed competences, but in reality have the power. Who are in close contact with the chosen suppliers. The selection of the suppliers is non-transparent. Apparently, it is not based on the best quality or price, but on other parameters.
Kommunikation
A powerful internal interest group promotes the thesis that it is necessary to accept everything that (chosen) suppliers do, because they know best what is correct and what is not. The responsible departments, like QA, SA, do not function well and cannot perform correctly. The relevant persons are not really allowed to. Equipment deficiences, process deficiences, potential non-compliances are tolerated. The relevant persons who are formally responsible and should intervene in such cases are silent. Or gone. Everything is covered from above. When choosing new colleagues, especially in middle and higher positions, it is therefore most essential that they accept the internal reality of the company, and are willing to turn a blind eye to the contradiction between declared code of conduct and reality. Anyone who could become a threat to the interest group is eliminated. The remaining managers thus suffer from a certain type of self-censorship. Knowing the reality of the company, they protect their personal interest in first place. “Decisions made by a team” are very popular as noone will be responsible in the end for the decision any more.
Kollegenzusammenhalt
On the lower levels and among the ordinary workers, including the production worker, the Swiss principles still survive to a certain extent, on which the company ZLB Bern was founded and was built for decades. Maybe that's why the majority of these employees are still swiss.
The higher number of swiss workers among employees, compared to other corporations in Switzerland, has both advantages and disadvantages. The advantage is definitely a calmer, more organized working atmosphere. The negative site might be the lack of culture to rise hand and say outloud that something is wrong. To fight actively for better.
On the other hand, sometimes also those persons show self confidence. Unfortunately, lacking self reflection. Having received a function, often having not the education and competences needed to perform correctly, are able to create documents, technical constructions and processes that are flawed. But being ready to stand fot them very stubbornly.
Vorgesetztenverhalten
The culture is similar to politics. But not the politics of a democratic state, a state of law. Rather the oligarchic politics of a rich, powerful and spineless leadership.