Basierend auf Daten aus 29 Bewertungen schätzen Mitarbeiter:innen bei Samsung Semiconductor Europe die Unternehmenskultur als eher traditionell ein, während der Branchendurchschnitt leicht in Richtung modern geht. Die Zufriedenheit mit der Unternehmenskultur beträgt 3,3 Punkte auf einer Skala von 1 bis 5 basierend auf 39 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.
29 User:innen haben eine Kulturbewertung abgegeben. Diese Faktoren wurden am häufigsten ausgewählt, um die Unternehmenskultur zu beschreiben.
FührungTraditionell
FührungModern
Strategische RichtungTraditionell
Strategische RichtungModern
Work-Life BalanceTraditionell
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Dysfunctional working atmosphere characterised by injustice and unfair treatment. Most of employees perceive that decisions regarding promotions, workload distribution, recognition, or disciplinary actions are made arbitrarily or based on favouritism rather than merit.
This perception had resulted in eroding psychological safety and trust in leadership. Individuals became reluctant to voice ideas or concerns, fearing retaliation or further inequitable treatment. Over time, morale declined, collaboration deteriorated, and informal networks replace formal processes as employees attempt to navigate perceived bias.
Poor communication and inadequate information sharing created a work environment characterised by uncertainty, inefficiency, and mistrust. When essential information is inconsistently distributed, delayed, or selectively withheld, employees cannot make well-informed decisions or coordinate effectively with colleagues. This often resulted in duplicated work, avoidable errors, and frequent misunderstandings.
Collaboration, mutual support, and trust among colleagues was weak and at most times even absent. Employees tend to work in isolation, communication between team members is limited and conflicts or competition often replace cooperation.
My former supervisor often displayed behavior that I perceived as unfair and elitist. Certain individuals appeared to receive preferential treatment, while others were overlooked or treated dismissively. Decisions and opportunities were not always distributed in a transparent or merit-based manner, which created a sense of inequality within the team and negatively affected trust and morale.
A strong corporate culture that is both challenging and supportive, and that fosters a strong sense of identification with the company as well as strong cohesion among employees.