In the smart manufacturing department where I worked, the individual in a leadership position, specifically a section manager or assistant manager, exhibited problematic behavior. This person tended to excessively control and closely supervise tasks, used inappropriate language, had a volatile temper, maintained an aloof disposition, and engaged in rude and insolent behavior towards me. This person consistently reminded me of my academic background in a derogatory manner, compared me unfavorably to other team members, belittled my skills and knowledge, and micromanaged me extensively. This person monitoring even extended to the time I spent using the restroom or my phone. Furthermore, this person alienated me by instructing other team members not to assist me when I was working on software-related projects. On top of that, the compensation offered by the company was significantly below market standards, and the overall working environment was unfavorable. Because of these unfavorable conditions and mistreatment of employees, the factory faced difficulties in attracting local citizens or permanent residents interested in working there. As a result, most of the workforce consisted of foreigners holding Work Permits (WP) or Singapore Passes (SP). These individuals often came from disadvantaged backgrounds, seeking employment opportunities to support themselves financially. Others were foreigners who struggled with their English proficiency and felt compelled to work at the factory to pursue permanent residency or other personal goals.
