Boeing reviews

Larger groups within IDS get more of the good jobs and recognition and research and development money. Posted jobs for possible transfers are really for an already selected candidate a lot of time. Not invented here syndrome with certain groups, locations, individuals which means you don't get an honest chance for new concepts, or later work..

But the cons carry much weight and will become a roadblock. The 'Ol Boys Network is strong and thriving well. What helps to sustain this Network is the fact that a good portion of the women tolerate it for various reasons. Aside of the Network, organization of work flow and standardization of documents/processes after the initial contract awards through to A/R are lacking so incoming cash flow is below its potential. Being reactive, rather then proactive, is more commonplace and acknowledged. Regarding recognition, the focus is on fixing mistakes while dismissing the balance of rewards for a job well done. Seriously evaluate the pros and cons of the culture, organizational structure and operations against your employment preferences. This is especially applicable if you are seeking a culture that supports and develops ambitious, smart, hard-working employees, of both genders, with leadership, integrity, self-respect and potential.