Overall, the company had a self-entitlement culture of the management spectrum and some employees could make doing even some of the simplest tasks much more difficult.
Salary compensation was often on the lower spectrum of other high tech companies an in some cases could have a difference in the range of $10,000 to $20,000.
Some staff in management positions weren't a good fit for those roles, especially when they lacked the experience and/or understanding of the jobs their staff did on a day-to-day basis.
There was an issue of favouritism within the company that saw some employees treated differently by middle-management and some management felt they deserved special treatment compared to some of their own colleagues often making day-to-day activities challenging. This was compounded by the benefit of the doubt being given to someone in a management position over a regular employee when issues arose. Better management training is definitely required.
Advancement within the company was dependent on the department and the management structure for that department. Favouritism had more of a role to play in your advancement than your ability or the quality of the job you did within the company as well.
Ironically, the Exec and C-Level Exec staff when I was there were far more laid back and respected the employees as much as they could given circumstances but have shown to keep a person's dignity when restructuring would occur. Job loss packages were often generous and would provide some work-placement assistance.
The company could do better if they did away with the clique and self-entitlement issues that occur as well as ensured that middle-management and director level positions remained accountable for their actions towards employees instead of placating behaviour because of their positions. This along with what seemed to be yearly restructuring often affected employee moral.