#Japan #Organizational Culture #Shibuya #power harassment #Ending Career

Addressing Power Harassment Risks in a Major Auto Parts Maker

The Challenges Faced

In the rapidly evolving automotive landscape, characterized by the rise of electric vehicles (EVs) and increasing demands for component modularization and extreme lightness, manufacturing environments are experiencing unprecedented pressure on quality, cost, and delivery (QCD). This heightened pressure was particularly felt by a veteran manager, Mr. H, the head of the manufacturing department. Driven by a deep sense of responsibility to avoid defects and meet deadlines, his strong sense of duty manifested in a harsh demeanor, which soon began to intimidate his team members.

The atmosphere in the workspace became tense, with team members frequently anxious about his reactions. Many hesitated to report mistakes due to fear of severe consequences from Mr. H. This led to a vicious cycle where delays in reporting issues resulted in further reprimands. Over the course of six months, the toll on mental health became evident, with two employees resigning and one taking a leave of absence due to stress.

Our Approach to Resolution

To tackle the situation, our company, Ending Career, initiated an objective observation of the organizational dynamics at play. We conducted a comprehensive "organizational culture diagnosis" for Mr. H's department. The findings revealed a significant challenge: the team members struggled to express their honest opinions to their superior, Mr. H.

Armed with these insights, we initiated a series of one-on-one meetings with Mr. H, scheduling six sessions over six months. Initially, Mr. H was defensive, crossing his arms and expressing skepticism about our understanding of the situation on the ground. Instead of dismissing his resistance, we chose to listen carefully to his underlying emotions and values.

Through persistent empathy, Mr. H eventually opened up, revealing, "I truly want us to create great products together. However, the daily pressure leaves me no room to breathe, and it’s excruciating." This moment marked a pivotal turning point in our engagement.

We reframed the purpose of our one-on-one meetings to center around ways to harness Mr. H's passion for quality work while simultaneously fostering an environment where team members felt safe to express themselves. Each monthly meeting implemented practical training on effective management communication, featuring techniques such as:

• - Communicating facts without judgment
• - Actively listening to underlying concerns
• - Offering suggestions instead of commands

Throughout our discussions, Mr. H began to objectively view the excessive pressure and anxiety he had been carrying. By regaining a sense of composure, he naturally started to empathize with his team's challenges, gradually adopting a new management style that engaged the entire team positively.

Conclusion

This case demonstrates the powerful impact of constructive dialogue and targeted management training in mitigating power harassment within high-pressure environments. The ongoing journey of Mr. H and his team serves as an example of how organizations can transform their cultures, fostering collaboration and innovation while maintaining quality standards in the face of evolving industry demands.

About Ending Career

Ending Career, led by CEO Daisuke Sato, specializes in organizational development and human resource management. With over two decades of experience across various industries, the company assists organizations in achieving sustainable growth through effective workforce strategies. More details can be found at Ending Career.

For inquiries, please contact our press office at 050-5602-3349 (weekdays 10:00-16:00) or via email at [email protected].