{"id":3430,"date":"2025-04-02T10:51:58","date_gmt":"2025-04-02T01:51:58","guid":{"rendered":"https:\/\/labor-consultant.com\/?p=3430"},"modified":"2025-04-02T10:51:58","modified_gmt":"2025-04-02T01:51:58","slug":"management-practices-can-influence-the-extent-and-bias-of-overtime-work","status":"publish","type":"post","link":"https:\/\/labor-consultant.com\/ja\/2025\/04\/02\/management-practices-can-influence-the-extent-and-bias-of-overtime-work\/","title":{"rendered":"Management practices can influence the extent and bias of overtime work"},"content":{"rendered":"

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Due to reforms in work styles, the paid leave utilization rate has been steadily increasing. According to the Ministry of Health, Labor and Welfare’s Comprehensive Survey of Working Conditions, the rate rose from 56.3% in 2020 to 65.3% in 2024, and appears to be on track to reach the government target of 70% or more by 2028.
\nOn the other hand, while overtime hours are decreasing overall, the number of overwork deaths continues to increase. There is also concern about increased stress among employees due to personnel shortages and delays in filling vacancies. This phenomenon may be attributed to the prevalence of bias among individuals as well as the significant amount of overtime work.<\/p>\n

\u25c6Factors on the management side
\nThe management factors that should be considered when assessing the amount and bias of overtime work may include the following:
\n\u30fbGiven the corporate culture, in which working long hours is considered a virtue, it will be challenging to recruit adequately.
\n\u30fbThe mismatch between workload and staffing is caused by the inappropriate allocation of work and staffing.
\n\u30fbA thorough evaluation of work processes and efficiencies is essential to identify areas for improvement in inefficient process management
\n\u30fbPoor time management skills may be attributable to a lack of individual skills, but they may also stem from a lack of proper guidance and support by management.
\n\u30fbWorkload is another issue that arises from management’s failure to allocate work in an effective manner.<\/p>\n

To improve this situation, it is essential to raise awareness on the part of management and establish efficient work processes. Failure to properly manage operations can lead to an increase in overtime hours and an exodus of talented personnel.<\/p>\n

\u25c6Improved productivity through increased efficiency and skill development
\nIn Japan, wages have not risen sufficiently to keep pace with rising prices. If such a situation is prolonged and overtime work increases for the sake of overtime pay, it will be a real disaster. Even in cases where compensation for overtime is available, managerial practices that contradict social norms may result in diminished employee satisfaction.
\nImprovement through efficiency and skill development is the primary path to success. It would be prudent to consider an objective approach to analyzing and enhancing work processes and efficiency.<\/p>\n","protected":false},"excerpt":{"rendered":"

Due to reforms in wo […]<\/p>\n","protected":false},"author":1,"featured_media":3428,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[29],"tags":[85],"class_list":["post-3430","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-tokyo-hr-headlines-ja","tag-overtime-work-ja"],"_links":{"self":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/3430","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=3430"}],"version-history":[{"count":1,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/3430\/revisions"}],"predecessor-version":[{"id":3431,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/posts\/3430\/revisions\/3431"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media\/3428"}],"wp:attachment":[{"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/media?parent=3430"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/categories?post=3430"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/labor-consultant.com\/ja\/wp-json\/wp\/v2\/tags?post=3430"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}