There is a caste system in this company. A lot of well connected old timers who dominate the decision making processes whether they perform or not. For this very reason, new comers are always the ones pushed out during their failed Performance Improvement Plan (PIP) process especially if you voice any concern and push to better the company. Interesting enough, most leads and managers were power hungry people and tend to push and shove to get their ways whether in the open or behind your back. This concentration of power in people without a level mind is very problematic. This is also the reason bad decisions are often made because a small number of dominant personalities have a monopoly during the process. There also tends to be headwinds either for you or against you depending on your race, gender and so forth. One of the largest ethnic groups are people from India. They are very successful in this company shown by the large numbers both on site and off shore including senior management. Although many of them have abysmal real performance, they talk really well and really suck up to the boss which seem to work out. Another noted trait was that they really stick together in advancing their interests. On the opposite side, HR does recruit a lot of excellent talent from east Asia. These people work really hard and are valuable to the company. From a culture of honesty and productivity, they also sometimes seek a better the environment and a merit based system within Philips. But they never get anywhere and consequently are shoved out through a revolving door every few years. I find them to be great contributing members, but management generally labels them as misfit. If you are east Asian and think that this is an international company, be aware that without an advocate you are highly disposable to the true powers within Philips. On the other hand Philips is an affirmative action entity. So you could get preferential treatment if you are black, Hispanic or female.
