{"id":2636,"date":"2019-07-01T07:33:19","date_gmt":"2019-06-30T22:33:19","guid":{"rendered":"https:\/\/labor-consultant.com\/?p=2636"},"modified":"2019-07-18T15:03:29","modified_gmt":"2019-07-18T06:03:29","slug":"power-harassment-and-business-operational-guidance","status":"publish","type":"post","link":"https:\/\/labor-consultant.com\/ja\/2019\/07\/01\/power-harassment-and-business-operational-guidance\/","title":{"rendered":"Can you discern power harassment from business operational guidance?"},"content":{"rendered":"

\"\"\u25c6How should you lead so that your guidance is not taken as a form of power harassment (bullying at work) by your subordinates?
\nBeing nervous or timid about leading will not allow you to perform appropriate guidance, and will not lead to the growth of your subordinates.
\nWe will now introduce you to specific leadership methods that are not forms of power harassment and can also contribute to the growth of your subordinates.<\/p>\n

\u25c6Reassess the purpose of your scolding and lecturing
\nIn leading, \u2018scolding\u2019 can be seen as power harassment. Right now, reassess the purpose of your scolding.
\nWhen do you scold your subordinates? Your purpose should be to improve them and to stop them from making bad decisions, such as when they do not appropriately complete their work or when they continue to make mistakes.
\nNothing will change however if you deny the kind of people your subordinates are, if you look down on them, or if you resort to violence.
\nOn the contrary, your subordinates might oppose you, and become extremely afraid of their superior and of doing the work in of itself.
\nAs long as you do not forget that the purpose of your scolding is to \u2018Lead your subordinates in the right direction,\u2019 then you will not perform power harassment.<\/p>\n

\u25c6What is inappropriate leadership?
\nYou fail as a leader if your guidance does not lead to the growth of your subordinates, even if you are not technically performing power harassment.
\n\u30fbEmotional guidance
\n\u30fbAbstract guidance
\n\u30fbBeing indifferent to how you speak and convey information to your subordinates
\n\u30fbGiving one-size-fits-all guidance without thinking about who you are dealing with or the surrounding circumstances
\nIt is difficult to speak to and convey information to your subordinates using leadership methods like the ones above. They may simply oppose you or feel animosity towards you, they may lose self-confidence or get into a slump, and it is even possible that it may lead to damaging their wellbeing.<\/p>\n

\u25c6What is appropriate leadership?
\nAppropriate leadership is the opposite of what was just mentioned.
\n\u30fbDon\u2019t be emotional, have a firm awareness of what the goal is you want them to achieve when you give guidance.
\n\u30fbFocus on specific actions and content that you want to see
\n\u30fbConfirm the ways that you speak and convey information to your subordinates
\n\u30fbRespond to your subordinates and the situation and lead on a case by case basis.<\/p>\n","protected":false},"excerpt":{"rendered":"

\u25c6How should you lead […]<\/p>\n","protected":false},"author":1,"featured_media":2633,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[29],"tags":[79],"class_list":["post-2636","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-tokyo-hr-headlines-ja","tag-harassment-ja"],"_links":{"self":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2636","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/comments?post=2636"}],"version-history":[{"count":3,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2636\/revisions"}],"predecessor-version":[{"id":2645,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2636\/revisions\/2645"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media\/2633"}],"wp:attachment":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media?parent=2636"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/categories?post=2636"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/tags?post=2636"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}