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Customer Support (212) 431-3969
Elena Bajic
2006

(2)

5 stars

(8)

4 stars

(2)

3 stars

(2)

2 stars

(0)

1 star

Recommend to a friend

80%

Say this is a great place to work

71%

Proud to have on resume

82%

Most Helpful Positive Review

Current employee - Manager / Senior Manager

Reputable, recognised and respected in the industry.

Most Helpful Critical Review

Former employee - Vice President (VP, SVP, EVP, etc.)

Open but distant culture. Strong preference on Indian Nationals in key positions. Matrix system and weak leadership as function holders are made to line managers and dotted line managers. These managers often lack leadership qualifications. They are not chosen because of qualities rather than because of job functions.

Current employee - Manager / Senior Manager

My suggested change is to remove bureucracy.

Current employee - Manager / Senior Manager

Is a global company with global opportunities.

Current employee - Manager / Senior Manager

Open culture and respect for individual

Current employee - Manager / Senior Manager

Would change nothing here.

Current employee - Manager / Senior Manager

Reputable, recognised and respected in the industry.

Current employee - Manager / Senior Manager

The company operates in a confusing matrix system and changes it's organisation far to often leaving stability and smooth operation in jeopardy.

Current employee - Manager / Senior Manager

Company works with job grades for job functions - leaving all personal needs and qualifications behind. Some say that is fair but I strongly disagree. It puts everyone under enormous pressure.

Current employee - Manager / Senior Manager

Friendly, supportive & collabarative culture.

Former employee - Vice President (VP, SVP, EVP, etc.)

Nokia needs to introduce a culture to adopt changes quickly that are required to keep the organization relevant in this digital age. To compete with new companies that are mushrooming everyday, it is important the old large one's have a robust incubation centre within the organization to use the talent that is available within the organization and have a suitable reward mechanism to nuture a win win proposition with its employees.

Former employee - Vice President (VP, SVP, EVP, etc.)

Open but distant culture. Strong preference on Indian Nationals in key positions. Matrix system and weak leadership as function holders are made to line managers and dotted line managers. These managers often lack leadership qualifications. They are not chosen because of qualities rather than because of job functions.

Former employee - Manager / Senior Manager

It was difficult to work in Public Relations at Nokia because approvals were required form Finland for too many of the daily activities and decisions. Also it was driven by politics rather than results. I would encourage the Nokia management to empower the local teams to make decisions and take necessary actions to respond quickly, especially in fast paced areas such as sales and public relations.

Former employee - Manager / Senior Manager

It was a pleasure working with the people on the team. However, due to the politics, changing goals and reduced resources, it became increasingly more difficult to be successful.

Former employee - Manager / Senior Manager

A company that pits employees as competitors to each other.

Former employee - Vice President (VP, SVP, EVP, etc.)

Because Nokia was the majority share owner of the Nokia/Siemens Networks company, it caused a them versus us culture. The Nokia heritage employees treated the Siemens heritage employees as second class citizens. Often making statements, such as "we are going to get rid of Siemens heritage people". This attitude caused a big divide between the employees and a loss of productivity.