Challenges of Working in Multinational Corporations: A Freelancer's Perspective

Switching from a freelance or small business environment to a multinational corporation (MNC) can be an exciting but also challenging experience. While MNCs often offer a broader platform and more resources, the dynamics within an MNC can be quite different from what employees might be used to in smaller organizations. This article explores some of the most frustrating aspects of working in MNCs based on personal experience and industry insights.

Frustrations in MNCs

Underappreciated Efforts: Working in an MNC can be grueling, with high expectations and long working hours. Despite giving your best, the efforts may often go unrecognized or underappreciated. The work that seems like a "cakewalk" to others can be anything but for those who put in the extra effort. This can lead to demotivation and a sense of unfulfillment.

Procrastination and Work Load Shift: Unfortunately, it's not uncommon to see colleagues procrastinating and putting off work until the last minute. This frequently results in the responsibility and pressure being transferred to others who were not initially involved. This can create a stressful and unbalanced working environment.

Unrealistic Hype and Jargon

Another major frustration is the unreality of the hype and jargon in MNCs. The grand promises and inflated language often do not match the actual product delivery or the success of initiatives. This mismatch can lead to a sense of disappointment and disillusionment among employees. Vision statements and mission goals may sound impressive, but when it comes to implementation, the reality falls short.

Followed by layers of bureaucracy and complicated processes, it can be challenging to see the tangible results of one's efforts. This can be particularly disheartening when the ultimate goals seem vague or unattainable.

Inflexible Work Hours and Club Culture

In MNCs, there is often an unwritten rule about being available beyond the standard 40-hour workweek. This can make the work-life balance almost impossible to achieve. The idea of accessing information or assistance outside the regular working hours can be daunting and even unsettling for some.

The "club culture" in MNCs can also be deeply frustrating. Favoritism and nepotism are rampant, with resources and opportunities often being shared among a close circle. This can create a hostile environment where seniority and connections are more valued than merit and hard work. Such practices can demotivate employees and foster feelings of resentment and exclusion.

Furthermore, the club culture can extend to issues like "womanizing," where these practices are considered normal and acceptable. This can create a hostile work environment for women and marginalized groups, further contributing to a negative and exclusionary atmosphere.

Unfair Placement and Scapegoating

In some cases, employees from non-MNC backgrounds may find themselves unfairly placed in positions as scapegoats for potential failures. This can happen when MNCs are unable to address issues within their own ranks and instead unfairly shift the blame to individuals from outside their ranks. Additionally, non-MNC employees may be targeted as a way to circumvent compliance or government-related issues.

This kind of behavior not only stifles productivity but also creates a culture of fear and distrust. It's important for organizations to ensure a fair and transparent decision-making process, free from bias and favoritism.

Conclusion

While MNCs offer significant opportunities, the challenges they present can be significant. It's crucial for both employees and organizations to be aware of these frustrations and work towards creating a more inclusive, fair, and supportive work environment. Addressing these issues can lead to higher job satisfaction, better performance, and a more positive company culture.