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An Interview with a Scientologist Owned Corporation.
The story is a bit dated. It is from April 25, 2016. However, it has new information.
Frankly Sauerkraut: An Interview with a Scientology Owned Corporation
http://franklysaurkraut.blogspot.com/2016/04/an-interview-with-scientology-owned.html
* * * * * BEGIN CONCLUSION * * * * *
After her handler left, Esme quietly googled "Master Tech" only to find her suspicions confirmed. And quickly glancing over the shoddy bookshelves in the dingy conference room, she saw many Scientology manuals. She googled the company and found out that they'd already been sued for both sexual discrimination and forced Scientology indoctrination conditional to continued employment.
[SNIP]
She explained the wall charts and Scientology materials made it very apparent. Then she asked "Do you insist on using Hubbard's management system?" They said they did and asked her what she objected to. Being a management specialist, Esme truthfully said "I find his concepts severely outdated and only workable in certain situations. His micromanaging is stifling and doesn't allow creativity."
One of the men said he's been brought into the organization specifically to make sure all of LRH's business model be institutionalized. He tried to explain that they'd gone back to the original materials and that was far superior than any modifications that had been made to the system since LRH had gone toes-up. He then asked what she specifically meant by creativity. She explained that she felt she would need to be creative in her sales pitches and, to his credit, he agreed that this was important.
But what Esme couldn't properly express was her knowledge (due to having been trapped before in a Scientologist-owned company) that it is a cruel and didactic system, run by petty dictators with incomplete knowledge. Where people skills and warmth are seen as unimportant. Where flogging employees and negative motivation were encouraged by LRH. Where constant, suffocating oversight is seen as the norm.
In the end they insisted that their particular interpretation of the Scientologist business model was somehow superior to whatever Esme had experienced in the past. They asked if she was offered a position there, would she agree to sign a waiver saying she understood they were using that system? Yes, Esme said, if it was truly as effective as they said, she'd have no problems with it. But she knew there would be problems and so did they.
She never heard from them again.
* * * * * END CONCLUSION * * * * *
The story is a bit dated. It is from April 25, 2016. However, it has new information.
Frankly Sauerkraut: An Interview with a Scientology Owned Corporation
http://franklysaurkraut.blogspot.com/2016/04/an-interview-with-scientology-owned.html
* * * * * BEGIN CONCLUSION * * * * *
After her handler left, Esme quietly googled "Master Tech" only to find her suspicions confirmed. And quickly glancing over the shoddy bookshelves in the dingy conference room, she saw many Scientology manuals. She googled the company and found out that they'd already been sued for both sexual discrimination and forced Scientology indoctrination conditional to continued employment.
[SNIP]
She explained the wall charts and Scientology materials made it very apparent. Then she asked "Do you insist on using Hubbard's management system?" They said they did and asked her what she objected to. Being a management specialist, Esme truthfully said "I find his concepts severely outdated and only workable in certain situations. His micromanaging is stifling and doesn't allow creativity."
One of the men said he's been brought into the organization specifically to make sure all of LRH's business model be institutionalized. He tried to explain that they'd gone back to the original materials and that was far superior than any modifications that had been made to the system since LRH had gone toes-up. He then asked what she specifically meant by creativity. She explained that she felt she would need to be creative in her sales pitches and, to his credit, he agreed that this was important.
But what Esme couldn't properly express was her knowledge (due to having been trapped before in a Scientologist-owned company) that it is a cruel and didactic system, run by petty dictators with incomplete knowledge. Where people skills and warmth are seen as unimportant. Where flogging employees and negative motivation were encouraged by LRH. Where constant, suffocating oversight is seen as the norm.
In the end they insisted that their particular interpretation of the Scientologist business model was somehow superior to whatever Esme had experienced in the past. They asked if she was offered a position there, would she agree to sign a waiver saying she understood they were using that system? Yes, Esme said, if it was truly as effective as they said, she'd have no problems with it. But she knew there would be problems and so did they.
She never heard from them again.
* * * * * END CONCLUSION * * * * *
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