Ihr Unternehmen?
Basierend auf Daten aus 4 Bewertungen schätzen Mitarbeiter:innen bei AM-Group Darmstadt die Unternehmenskultur als traditionell ein, während der Branchendurchschnitt zwischen traditionell und modern liegt. Die Zufriedenheit mit der Unternehmenskultur beträgt 1,1 Punkte auf einer Skala von 1 bis 5 basierend auf 4 Bewertungen.
Nutze deine Stimme und verrate uns, wie die Unternehmenskultur deines Arbeitgebers wirklich aussieht.
Die Unternehmenskultur kann in vier wichtige Dimensionen eingeteilt werden: Work-Life-Balance, Zusammenarbeit, Führung und strategische Ausrichtung. Jede dieser Dimensionen hat ihren eigenen Maßstab zwischen traditionell und modern.
4 User:innen haben eine Kulturbewertung abgegeben. Diese Faktoren wurden am häufigsten ausgewählt, um die Unternehmenskultur zu beschreiben.
Umgang miteinanderTraditionell
Work-Life BalanceTraditionell
FührungTraditionell
Umgang miteinanderModern
Hast du gewusst, dass es 6 Fragen zur Unternehmenskultur gibt, wenn du einen Arbeitgeber auf kununu bewertest? Hier sind die neuesten dieser Kommentare.
Only permitted from the top down. To enforce this rule, suggestions are rejected on principle, simple problem reports are returned as accusations or mistaken as personal insults, and false promises are made. Supervisors are supposed to avoid all contact with store employees and limit themselves to surveiling and commanding from distance.
Middle-level employees are played off against customers and colleagues as a test of loyalty to management: they must prove themselves as willing scapegoats at satisfying customers without qualified staff, functioning systems, or available products and at leading their team without the power to reward or sanction. Low-level employees enter this leadership gap: they snitch, incite, slander, cheat, ingratiate themselves, beg, blackmail, lie, rival, argue, and beat each other at the expense of colleagues, customers, and the company—and without fear of consequences.
Overtime hours are not paid despite regular promises, but explicitly expected and used to measure the loyalty of middle-level employees. Vacation requests must be submitted multiple months in advance and answered less than a week before the requested period, more often negatively than positively.
Supervisors attempt to compensate for their leadership being undermined from above with intimidating threats that fail to be followed through—ultimately, they are not ashamed to beg ex-employees whom they have fired after numerous warnings for their return. Those above the stores are tasked with disabling subordinates from decision-making, impeding their work (e.g. repairs of essential machinery or recruitment during understaffing), throwing obstacles in their way, affronting, cheating, fighting, backstabbing them—and then declaring them solely responsible for operational results.
Die Atmosphäre ist sehr drückend. Arbeiter sind nur Mittel zum Zweck und werden wie Esel behandelt.
Strained by bossy affectation, unfounded accusing, and constant lying on all levels. Low-level employees worry that working too committedly next to clown-like supervisors undermines their dignity—which drives the low-performing into staying as they are and the high-performing into leaving before asking for a raise.