Working in the USA is different from working in Taiwan.

Dress Code:
In the USA:
Business suit from Mon to Thur. Friday is free-style
In Taiwan:
Depend on which field you are in

I like the Taiwan dress code. I don't need to buy a lot of clothes since I could wear any comfortable clothes to work in. However, if you are a sales or manager, you have to dress in a business suit.
The side effect is that once you need to change your job situation into a manager or sales, you will need to learn a lot.

Food:
In the USA:
Eat out every day
In Taiwan:
Could bring your own lunch and microwave it. Or, you could eat out.

I like to cook by myself sometimes. Therefore, bring my lunch box which could save me some money.

For work:
In the USA:
Honesty is very important.
In Taiwan:
To be able to handle human issues is important.

It was a bit of a shock for me about how Taiwan works. Because you will see a lot of talkers as managers, yet the directions that they gave are just numbers or dreams. As technical people, we usually feel that is out of reality; and, they usually give a nice talk to let you work toward what they want. In the USA, we prefer to discuss and share with our members no matter senior or junior. We love to listen to each member and find out a better way together.

In Taiwan, most managers do not listen to their members or key people which causes most of their members to leave the company, not share, or be silent under those managers. And, people who enter the company later see this situation, choosing to follow without questions or leave the company in the earlier time. In the USA, we encourage sharing and follow the choices that most people make even if we have different points of view. Therefore, most of the time, we like to follow the trend of technology; or, we are the pioneer of the technical.

Another interesting thing is that people are easy to put on the list of layoffs if they raise questions and give suggestions. As for the company, they have the idea that those people are not suitable to work together anymore. However, the interesting part is that as I saw for years, after the layoff of those members, a year or two, those managers will ask the rest of the members to execute the suggestions that were given earlier. If the outcome is good, the credit is theirs. If the outcome is not, then they put the failures to the members who executed. I might be lucky since I did not have the same experience in the USA.