Intel

The monthly paycheck, especially in the months of the bonuses.

Flexibility with work from home.

The senior managers care only if a task was done or not. They don't go into details, and it's hard to explain unexpected difficulties that cause delays. The direct managers are affected by this attitude, and the pressure is reflected to the employees.

We were required to maintain a weekly plan of our work for the following 4-5 months with an estimation of effort for each task. However, things were very dynamic, and it's hard to know in advance how much time each task will span. Moreover, it's hard to have an estimation when you don't know the task in detail yet.

The Weekly Status Updates should have been sent to the whole division (~45 people), although many employees have nothing to do with my work in weekly resolution (and vice versa—I don't have any interest in receiving so many weekly updates). It caused unnecessary tension because some employees "pumped up" their weekly status and made it look like others achieved much less.

When someone worked from home, had to leave early, had to come late, or took a day off, then it was customary to send notice to the whole division (again, most of the 45 people are not affected by my work).

There are many meetings that just waste time. For each problem, managers set a meeting and expect to hear easy solutions. They don't take responsibility for their decisions that create the problems in the first place.

Personally, I worked many hours to get over the mess created by the methodology of work that was decided by the managers. I didn't feel I received respect for it, and it didn't affect managers to accept my suggestions to change this methodology.

No need to mention that the "birthday vacation" and the "7 year sabbatical" are only gimmicks.

Be less political-driven and more effectiveness-driven.