J-Feel Co., Ltd. “Why are my subordinates anxious, dissatisfied, and indifferent?” Released by Nikkei BP ( Nihon Keizai Shimbun Publishing) on ​​Thursday, November 14, 2024!

[J-Feel Co., Ltd.] “Why are my subordinates anxious, dissatisfied, and indifferent?” Released by Nikkei BP (Nihon Keizai Shimbun Publishing) on ​​Thursday, November 14, 2024! ​
J-Feel Co., Ltd. Press release: November 12, 2024 “Why are my subordinates anxious, dissatisfied, and apathetic?” Released by Nikkei BP (Nihon Keizai Shimbun Publishing) on ​​Thursday, November 14, 2024! It’s difficult to be a boss these days. A book that helps you understand new management theory that fosters the ability to grow in subordinates! J-Feel Co., Ltd. (Representative: Yuji Kataoka; Head office location: Shibuya-ku, Tokyo; hereinafter referred to as J-Feel), a consulting company that supports the transformation of people and organizations, announced Thursday, November 14, 2024, from Nikkei BP (Nihon Keizai Shimbun Publishing). , books “Why are my subordinates anxious, dissatisfied, and apathetic?” will be released.
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In the past, I had a variety of emotions at work. There were feelings of simmering dissatisfaction, and there were also feelings of excitement and vitality. After 5pm, while having drinks with my co-workers, I would complain about the company and my boss, saying things like, “My company is…” and “My boss is…”, and we would get heated up over our work theories and get into a fight. …. Complaining and fighting are not good things, but deep down there is an “ideal” of “this is how I want it to be” and “this is how I want to do it” in the workplace and work, and I struggle every day to fill the gap with “reality” and engage in various efforts. You could say it was full of emotions. However, what is now rapidly increasing is the number of workplaces where people hide their true feelings in order to create peace of mind. This is a difficult time for front-line managers (section chiefs, managers). My subordinates don’t say what they really think, are aloof, and I don’t know what they’re thinking. The relationship is not bad (or so it seems), but the subordinates are unable to see their true intentions and are “unresponsive” and “indifferent.” However, even if subordinates are initially “unresponsive” or “indifferent,” if you carefully dig deeper into their feelings, many of them will begin to express
“dissatisfaction,” and if you dig deeper, you will find that “anxiety” lies deep within. Masu. Many people can no longer bear the anxiety and pretend to be indifferent. The title of this book, “Why are my subordinates anxious, dissatisfied, and apathetic?” is intended to convey the reality of the inability to see each other’s feelings in the workplace. This book begins with an
introduction.Chapter 1 explains the changes in the times and the minds of members, and Chapters 2 to 6 introduce new management methodologies in the following five steps. 5 steps for members to think
independently and start taking action • Step 1: “Develop purpose” instead of “aligning goals” • Step 2: Make use of your
“characteristics” rather than your “strengths” • Step 3: Bring out “internalized motivation” instead of “intrinsic motivation” • Step 4: Cultivate a “growth mindset” rather than a “success mindset” • Step 5: Rather than “clearly narrowing down your goals”, expand your “possibilities” from diverse perspectives Finally, in Chapter 7, we summarized how to deal with members who are difficult to interact with as a case study, combining the perspectives of coaching and clinical psychology. This book is a must-read not only for managers who are worried about communicating with their subordinates, but also for ordinary employees who feel uneasy about not being able to express their true feelings in the workplace. By reading this book, managers and subordinates will surely be able to work enthusiastically every day while thinking, “My work is interesting, my workplace is fun, and I like my company.” ■Structure of this book ・Prologue: What lies behind the “anxiety, dissatisfaction, and apathy” of subordinates ・Chapter 1 What is nurturing members’ “ability to grow” ・Chapter 2 Build psychological safety by sharing “career purpose” ・Chapter 3: Discover your “characteristics” and develop self-affirmation ・Chapter 4: Bring out “motivation” with “inner motivation” ・Chapter 5 Developing self-efficacy to overcome barriers ・Chapter 6 Expand career possibilities and put members on a growth track ・Chapter 7 How to deal with “troubled members” ・End document: Two ways to explore your career purpose ■Author biography ●Yuji Kataoka (Yuji Kataoka) J-Feel Co., Ltd. Representative Director and Consultant, Visiting Professor at Tama University Graduate School, Part-time Lecturer at Japan Women’s University, Director of the Future Center Alliance Japan General Incorporated Association
https://prcdn.freetls.fastly.net/release_image/65739/25/65739-25-1fbd1715699f24f609c18f6ddaeaf1a6-2939×1528.jpg Became independent after gaining consulting experience at Asahi Breweries, Ltd. and its affiliated companies. Participated in the launch of J-Feel Co., Ltd. and continues to this day. In my book “I want to do something! “Management where veteran employees start to move with energy” “Career design in an era when people don’t have goals” (both published by Nihon Keizai Shimbun), co-authored with “Revival your workplace with a 30-minute habit once a week” (Nihon Keizai Shimbun Publishing). ●Kenji Yamanaka (Kenji Yamanaka) J-Feel Co., Ltd. Consultant
https://prcdn.freetls.fastly.net/release_image/65739/25/65739-25-0f3e76bf65431bd3965fd1a6f35ea99e-2048×1365.jpg Joined J-Feel after working at Asahi Breweries, Ltd. and the consulting department of an affiliated company. He has been in charge of numerous projects, including planning and operating organizational culture reforms, facilitating workshops, and serving as a training instructor for management. In terms of organizational culture reform, we are focusing on supporting “creating an organization that brings out the potential of each individual.” In addition, he is also in charge of program development, including co-educational OJT, and development of video tools. Completed master’s program (MBA) at Tama University Graduate School. ■Book information Release date: Thursday, November 14, 2024 Author: Yuji Kataoka, Kenji Yamanaka Co-author Publisher: Nikkei BP (Nihon Keizai Shimbun Publishing) Price: 1,760 yen (1,600 yen) ・Click here to purchase the book “Why are my subordinates anxious, dissatisfied, and apathetic?”
https://prcdn.freetls.fastly.net/release_image/65739/25/65739-25-40b36b9511f1d951e88812c799f770bb-2643×895.png ■J-Feel Co., Ltd. https://www.j-feel.jp/ We define “organizational emotions” (R) as emotions and moods that spread throughout an organization, just as individuals have emotions, and we have conducted corporate training on “managing organizational emotions” for a total of 10,000 people at approximately 250 companies. Best Seller style=”text-decoration:underline;color:#666;word-break:break-all;” target=”_blank” rel=”nofollow ugc noopener”> “Grumpy workplace” (Kodansha Gendai Shinsho (1926)), “Creating an exciting workplace” He has published many books on organizational revitalization, including (Jitsugyo no Nihonsha). We are working with the aim of increasing the number of people who genuinely think that “work is interesting, the workplace is fun, and I like the company,” and that the wisdom and thoughts of these people will chain together and spread to society as a whole. “Organizational Emotion” is a registered trademark of J-Feel.