Q: Imagine working at a company run by Darth Vader! That's what it has been like since a major financial firm purchased the company where I work. My first job out of college was at a small company (15-20 employees) where the owner treated everyone like family. He was kind, caring, generous, reasonable and intelligent. He talked and joked with everyone, and we dressed in business casual every day. We worked efficiently, but no one worked overtime. The owner wanted us to have personal lives.

I then moved and took an office-type job at a local hospital. That, too, was run like a family-owned business. People cared about the patients and their work, medical and business departments. There was no "us" and "them" when referring to management. HR was made up of really nice people who had common sense and a heart. When I moved again to a new area, I took a job with a large company that focused only on money and how to make more. I became a workaholic to ensure my survival, and my lifestyle progressively went downhill. Management makes it clear it would be better if we were robots.

My tolerance level has reached its limit. It takes all my energy to hold in what I'd like to say to my boss and to upper management. The only thing keeping me quiet is that I know it would do no good. One thing I've learned here is that you can't talk to moneymongers, as the dollar is their only language.

I have a strong work ethic, but I want to work for people who haven't forgotten how to be human. I can research small companies, but how honest can I be when interviewing and explaining what I'm looking for? I certainly understand wanting to make a profit, but I will not work for Darth Vader.

A: While large companies may have a greater focus on profits, it would be a mistake to group all large companies into the same management style. Read about company culture of the many large and midsized firms. The send your resumes to jobs that appeal to you, with cover letters stating the work and the corporate culture you want. Check social media reviews of companies before you interview. Everyone has individual desires, so beware of general rants and focus on specific complaints. Coerced overtime, broken verbal promises, criticism in front of co-workers, canceled vacations, rampant gossip and emotional tirades are occurrences to avoid.

Many employees won't publically criticize a company, even after they've left, but if you read or hear of bad experiences, look into each one as deeply as possible. Find out if the manager who created the bad atmosphere has left the company, or if that behavior become acceptable there.

Small to medium-sized companies follow the culture set by involved owners or upper management, so don't be fooled into thinking that a smaller company will be run like a happy family. No company can afford to keep prima donnas and unruly employees, but if the owner is like Darth Vader, dead-end employees may be too scared to openly report the truth when you interview.

Finding a harmonious culture comes down to good research and interviewing skills. Prepare carefully worded questions to obtain the information you seek; you can't directly ask if the company has any troubled employees you will have to accept. Also, you can ask for the turnover rate, which if provided, must be accurate. The most important step is to turn on your intuitive skills with everyone you meet at a company. People provide subtle clues that are far more informative than their words. It's your job to interpret those clues and use them in making decisions.

Email your questions to workplace expert Lindsey Novak at [email protected] and follow her on Twitter @TheLindseyNovak. To find out more about Lindsey Novak and to read features by other Creators Syndicate writers and cartoonists, visit the Creators Syndicate website at www.creators.com.