{"id":2699,"date":"2020-02-01T12:41:26","date_gmt":"2020-02-01T03:41:26","guid":{"rendered":"https:\/\/labor-consultant.com\/?p=2699"},"modified":"2020-02-01T12:41:26","modified_gmt":"2020-02-01T03:41:26","slug":"characteristic-of-bosses-who-are-trusted-distrusted","status":"publish","type":"post","link":"https:\/\/labor-consultant.com\/ja\/2020\/02\/01\/characteristic-of-bosses-who-are-trusted-distrusted\/","title":{"rendered":"Characteristic of bosses who are trusted\/distrusted"},"content":{"rendered":"

\"\"\u25c6Characteristics of \u201cbosses who are trusted\u201d
\nAccording to ManpowerGroup\u2019s Survey on \u201ctrust relationship with bosses\u201d (targeting full-time male and female employees aged between 22 to 27 who joined the company within the past two years), over 80% of respondents indicated that they trust their bosses at work.
\nThe most common reason for trusting (multiples answer) was 1. \u201cListens seriously to a subordinate,\u201d followed by, 2. \u201cQuick-witted\u201d then, 3. \u201cPraises positive characteristics.\u201d
\nTaking these results in reverse, 1. indicates negative impressions, whether boss or subordinate, to act unclearly on whether or not you are listening. This may be obvious, but it is important to keep it in mind. 2. may be the result of how subordinate questions as well. Within just two years of joining a company, there are \u201cpitfalls\u201d that are still new in the job, and often, you can\u2019t give simple advice like, \u201cwhen this happens, do this.\u201d 3. may be a Japanese trait where the boss does not clarify what an employee is doing well and is not, but keeps mentioning the mistakes. When this happens, the subordinate may feel like \u201cI\u2019m always getting scolded at.\u201d Even if it\u2019s just for a show, a \u201cpraise\u201d seems to be required here.<\/p>\n

\u25c6Characteristics of \u201cbosses who can\u2019t be trusted\u201d
\nOn the other hand, the most common reason for not being able to trust a boss was 1. \u201cActing bossy,\u201d followed by, 2. \u201cChanges his\/her behavior depending on the person,\u201d 3. \u201cUnclear work instructions,\u201d then, 4. \u201cDoesn\u2019t advise even when asked,\u201d
\n1. may be taken as power harassment and is out of the question. However, looking at these responses, you feel sorry for the bosses as the environment for bosses, especially middle managers, is socially difficult.
\nThe lesson to be learned from this questionnaire is that there is a need to create an atmosphere where people can discuss openly. A boss used to be subordinate, so he\/she must be able to relate to them.<\/p>\n

\u25c6The plans for the year
\nWhen relationships at work become negative, the subordinate tend to \u201cleave the job,\u201d and bosses might do \u201cpower harassment.\u201d Either way, the work atmosphere becomes bad and this is negative for the company. As it is the start of the new year, it is time to think about how young generations feel, how to get people in managing generations to behave, and what kind of new employees to hire.<\/p>\n","protected":false},"excerpt":{"rendered":"

\u25c6Characteristics of […]<\/p>\n","protected":false},"author":1,"featured_media":2696,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[29],"tags":[221],"class_list":["post-2699","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-tokyo-hr-headlines-ja","tag-boss-ja"],"_links":{"self":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2699","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=2699"}],"version-history":[{"count":1,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2699\/revisions"}],"predecessor-version":[{"id":2700,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/2699\/revisions\/2700"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media\/2696"}],"wp:attachment":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media?parent=2699"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/categories?post=2699"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/tags?post=2699"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}