Undervalues Minorities Prodominatly Caucasion Driven Company - Integration Specialist Stryker Employee Review

Install Technicians install and repair equipment for upgraded OR/ER's. Each Project requires project coordination from Sales, Project Management, and the active Scheduling Field manager. A major problem is when a Salesmen has sold the project may be a year or less ago, and time for coordination and pre-site walks go unattended. Project managers push for the project to begin without proper parts, pre-calls, prints, and adequate inventory. The integration technician is left to piece together all aspect of the missing parts, taking negativity from the customer, and working excessive hours sometimes up to 23 hours a day. If parts don’t arrive then you may be coerced working there because the hospital needs OR before Monday. Management, PM, and Sales will be unviable after 5 pm and you will be stuck waiting for parts, or calling other members for parts over ordered by sales that other didn’t trash or leave at the hospital. Sales will ultimately blame you for parts not being on site, not fulfilling his promises, and not getting paid because you the installer didn’t finish the project onetime. The PM and Sales work together of every project, and your Field manager will tell you everything to make your stay. After you put in many hours, you leave the site, and Sales comes in an takes all the credit for the products you installed. If anything that was not explained to you in prints, or last-minute changes your reputation will be help negatively because management just wants to make their numbers. Project completion time is usually underestimated, and project hours have to be rushed to achieve a goal. Project in my under three years of service to this company usually has provided one project a year that had everything I needed to be successful. Management does not value you as a person, lack true diversity, experience with people, and will not allow growth in the company. Keeping individuals in a position that completes projects allows managers to get a bonus. At the end of each year, Stryker says that they are over budget by x-amount of dollars, and pushes for field employees not eat their full per diem, work fewer hours, and take on more work to meet financial goals. On month two of the next year, the budget recovers and everyone will get the small bonus, including the 401k bonuses. Opportunity inside of company: Experienced managers will say that there is a two-year investment period for your current position. When you apply within Stryker for a Great, or Lateral move your manager has to be notified, and will discreetly stop the active internal move from occurring. Stryker HR will also false interview for interviews to fulfill requirements. If an employee decides to leave even with a two-week notice the HR department will consult your previous manager for advice if they should consider you for a position any other branch within Stryker. Race Defined: Stryker hires attractive fresh out of college athletes and uses the Gallup to legally discriminate against races by questions that are determined by bias cultural responses. Stryker does hire minorities for a position that cannot corrupt a sales and hires minorities in lower positions to fill Affirmation Action. You may see diversity positions to represent a face of being lead by a CEO, or hosted by Caucasian Females, or temporary minority face in leadership positions to full audit demands. In the time I have worked for this company, I have seen zero Asian Medical Sales, and one African American Com sales rep, and he was placed in the worst territory in the United States. Reviews/Raise: Managers are never on site, and still have to write reviews on you, and plan false career growth. Managers usually try to direct you in a direction that creates less work for them. Programs, completing projects on times and saving money in the western region never get recognized. The reviews never are accurate, and managers cannot relate and write on rumors, and personal thought from how you handled a situation when trying to keep a customer happy, or plating the role of PM, engineer, or sales. So ultimately you may only get about $0.50 on average a year. This may change if you hold value in your area that is shorthanded, cassation, and threaten to leave the company. False Management rules: While working, you travel up to 96% of the time, and you are close you can dive to work collect the current govt. rate per mile. If you exceed distance limit it is your manager's discretion to say to fly and stay in a hotel. Managers may try to force you to rent a car, to give money to the rental agency rather than pay you directly. Managers just hired in will annually set a false rule saying you don’t get paid to you get to your hotel room once leaving the job site. Every year managers get replaced, and previous rules are challenged and falsely implemented by other managers that have not looked into local laws and this can cause a class action lawsuit. Many employees consult HR confidentially, and HR creates an email with your manager included. HR essentially risks your reputation, and not utilizing appropriate HR representation because of a lack of guidance and expertise. Hiring Process: Gallup testing 10 or more phone interviews, and in house interviews Character differences: Minorities hold degrees, and Overqualified Non-minorities may have High school diplomas Minorities usually don’t have colors in hair or tattoos Non-Minorities are not deemed as thugs but have tattoos, body piercings, and color hair High-profit yielding/ salary position predominantly causation Award recognition: Recognition usually occurred in the Midwestern, or southern areas that fewer or less integration. Even with California have the largest most expensive project, west never wins. Management may not have the experience to push for recognition, and the central area of the country just stands out more because of the person working together as a team.